Develop a job description that is specific. Include the responsibilities, as well
as the knowledge required to do the job. Send it to the applicants before they arrive
for the interview. This will help reduce the number of the candidate's basic questions,
and eliminate applicants who are not serious about the position.
Gather preliminary details
Ask preliminary questions via telephone or email to streamline the face to face interview. Clarify
resume information, status of the candidate's search, objectives for employment,
and salary range. If an application is required, ask that it be completed and submitted
prior to the interview.
Assess each applicant in a consistent manner. Use a form that includes your objective
as well as subjective findings, and fill it out during and immediately after the
interview. A rating scale combined with commentary will remind you of the nuances
that are easy to forget. This process will help you tip the scale when you are presented
with more than one highly desirable applicant.
Legal Search & Management, Inc.
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Reliable Hiring Decisions - Three Indispensible Interview Tools