Video Transcript: How To Be People Smart In Conducting An Interview (Edited)

 Now that we've discussed being people smart as someone preparing for an interview, let's shift our focus to those of you who might be supervisors, senior pastors, pastors, or individuals responsible for conducting interviews, perhaps for volunteer positions within your church. The principles of conducting interviews are crucial in this context as well. Kathleen Kean's book, "How to Conduct an Interview," provides valuable insights into this process.

The primary purpose of an interview is to identify and select the best candidate for the role. Your aim, as the interviewer, is to ensure a well-conducted interview that leads to this outcome. However, conducting a successful interview poses a unique challenge – you have a limited timeframe of less than an hour to make an informed decision about a candidate who could potentially contribute to your team or organization for many years. It's important to remember that the character and qualities of you and your colleagues, which contribute to the success of your enterprise, are of paramount importance.

To start the interview process, get prepared by reviewing the job description and applications. Highlight key elements that are crucial for the role. During the interview, keep a notebook handy to jot down notes and intuitions. Next, consider the interview environment. Choose a tidy, well-lit, and relatively quiet room for the interview. Set up the room with name cards for panel members, a table for writing, and refreshments for the candidate.

An effective agenda for the interview includes five minutes for introductions, five minutes for the candidate's opening remarks, 30 minutes for questions, and additional time for panel notes, discussions, and supplementary questions. As you plan the interview, remember to create a comfortable and professional setting for both you and the candidate.

The interview panel consists of the chairperson and panel members. The chairperson's role is to manage the interview process, introduce panel members and candidates, initiate questions, lead panel discussions, and provide a brief report on each candidate. Panel members have specific responsibilities such as questioning candidates about their job experience and exploring broader aspects of their personal character and potential.

When crafting interview questions, avoid yes-or-no questions and those with straightforward factual answers. Instead, pose questions that require candidates to think and express opinions, revealing their depth of knowledge and understanding. Keep time during the interview without making the candidate aware of it.

The interview should start with the chairperson welcoming the candidate, introducing panel members, and asking preliminary questions. The candidate's initial opening remarks should be followed by panel member questions. The chairperson's role includes transitioning between panel members and topics, as well as facilitating the candidate's questions at the end.

After the interview, the panel should evaluate appearance, presentation, education, experience, and team-working abilities of each candidate. Panel members share their opinions, and together, you decide which candidates are the best fit for the opportunity. Consider inviting the top candidates back for a second interview if needed.

The decision-making process involves discussing each candidate's strengths, weaknesses, opportunities, and threats (SWOT). If doubts persist, conduct further interviews or involve additional team members. Commit the decision to prayer if necessary, especially in a church setting. Once a decision is made, inform the chosen candidate of the outcome.

Remember that conducting interviews can be a positive experience when following a well-structured process. While perfection isn't guaranteed, thorough preparation, thoughtful questions, and a commitment to the best outcome will increase the likelihood of success. Ultimately, your goal is to glorify God and make decisions that align with His guidance.