- 1). Narrow down your list of potential hires to the few candidates you deem worthy of an interview. If one or more of the candidates have attributes that make them more qualified for the job than others, put them at the top of the pile for interviews.
- 2). Create a spreadsheet file listing your interview candidates in order of preference (if applicable). Include the candidate names, strengths and contact information for quick reference.
- 3). Set aside a day or more during which you can conduct your interviews. Decide which time blocks are more convenient for you and allow ample time for each interview session to ask all your planned questions. Investigate all possible times you can designate for interviews in case you have scheduling conflicts with candidates.
- 4). Call each candidate on your list to invite her in for an interview. Human resources expert Dr. John Sullivan suggests that you take time to screen the applicant over the phone first before scheduling an interview. Ask a few questions about the applicant's experience and skills.
- 5). Suggest a specific time and date according to your own schedule. If the candidate has a reasonable conflict, like school classes scheduled at that same time, ask when he can come in and negotiate another date and time that fits with your schedule. Provide the candidate with the location of the meeting. Schedule your top choices first.
- 6). Enter each scheduled date and time on your spreadsheet. Transfer the information to your calendar so that you can set reminders to prepare for each interview. Ask your administrative assistant to call and confirm each interview a day before.
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