Get the Info You Need In the Job Interview

Feb. 5 -- There's a reason Ingrid Bergman doesn't leave town in the opening five minutes of Casablanca: good storytelling takes time.

You'll never win an Oscar or earn DVD residuals for doing it, but do everyone a favor and "direct" the interview so that candidates can really shine: Let them tell their story.

And when you direct, remember that Ingrid is almost silent in the final scene. That's because great lines ("We'll always have Paris," "Here's looking at you, kid") need a receptive audience. Listen to what they have to say.

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Set the Stage:

Thank the candidate for coming. Introduce yourself. Briefly explain your role in the organization. (Even if you already explained this during the telephone interview, explain it again. Do your parents understand your job? And how often have you explained it to them?). Let the candidate know that you will be making the hiring decision. Tell the candidate how much time you anticipate spending. (Keep it short: The first interview should never be longer than 90 minutes. Anything longer may be misinterpreted as a hostage situation). Offer a brief (two or three sentences) overview of the topics that you'll be covering.

Begin the interview. To get the most out of it:

Don't start with the big questions. Would you break the ice on a first date by asking about child-rearing philosophy? Of course not. Ask simple questions first to help candidates relax. Just don't ask, "What's your sign?"

Follow a logical train of thought. Begin by asking about a candidate's experience, then his current or most recent job, then the job you have open, then his long-term career plans. Jumping around confuses everyone. (And yes, you can revisit a topic if you forget something or later answers raise questions).

Vary the questions. Give candidates some variety by asking both close-ended questions ("What was your salary in your last position?") and open-ended ones ("What is there about this job that appeals to you?").