Free Interview Templates & Boards | smart sheet (2023)

Job Interview Agenda Template

Download the interview schedule template

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This agenda serves as a template for an interview plan: it breaks down each part of the interview process into clear steps, identifies who is responsible for each step, and provides a timeline to follow. For group interviews or long agendas, it may be helpful to create a structured outline so that everyone involved in the process knows the interview format. Modify the template to create an agenda that fits your organization and the role you hold.

job interview template

Download the interview plan template

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Create a schedule to keep track of interviews with multiple candidates. This interview planning template can also be used to coordinate multiple activities for an applicant, such as: B. Interviewing multiple individuals or teams, giving a presentation, or attending other interview events. To change the template, simply edit the headers of each column in the custom schedule table.

Template for a short interview form

Download the brief interview form template

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This interview form covers the basics on one page, with space for questions, a brief assessment, and comments or recommendations. Add interview details at the top, e.g. Like the position you applied for, the date and time of the interview, the names of the candidate and the interviewer, and any other details you want to track. Use the template as a guide to create your own summary interview form.

Interview Guide Template

Download the interview guide template

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An interview guide template can guide interviewers through the steps of introducing candidates to the interview process, asking pre-planned questions, evaluating the responses, and evaluating candidates to decide whether to proceed to the next interview step. hiring. Use this template as an outline to create your own guide, adding a script for interviewers to follow, information relevant to the position, and specific questions to determine applicant qualifications. The template includes a basic scorecard and rating scale, and space for comments or recommendations.

interview question template

If you need ideas for questions to ask during an interview, use this template as part of your brainstorming process. Candidates can also use this template as a best practice guide for answering interview questions. The template includes sample questions intended to collect information on a variety of skills and attributes. Customize questions for a specific role, industry, and type of interview.

‌ Download Interview Question Template - Word

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(Video) PRE-RECORDED VIDEO INTERVIEW TIPS, Questions & BRILLIANT ANSWERS!

Download the exit interview template

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Exit interviews are an opportunity for employers to gather information about an employee's work experience, including feedback on what elements of a job or organization may need improvement. This template provides a survey for employees leaving a job, with questions about the reasons for leaving, experience with the company, and job satisfaction. As with the other templates on this page, the template can be customized to meet the needs of your HR department.

Interview Evaluation Form Template

Download the interview evaluation form template

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Please list the core competencies and credentials required for a position, along with any other qualities you would like to rank for, such as: B. communication style, interview readiness, or initiative. Evaluate a candidate by assigning a score to each item based on how well they meet the requirements. The template includes a rating scale to indicate whether a competency was missing, average, or excellent. You can also add notes to record why you gave it a certain score.

Interview Assessment Scorecard Template

Download Interview Assessment Scorecard Template

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After completing an evaluation form and assigning points to show how a candidate performs on each requirement, use this scorecard template to add up the total scores for a quick overview of the results. It can also be used to calculate average scores and see how many items received high or low scores. Add notes to support decisions and recommendations based on the data collected.

Candidate Comparison Scorecard Template

Download the candidate comparison scorecard template

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Once candidates have been ranked based on interview performance, relevant experience, skills, and other factors, you can compare their scores with other applicants. This scorecard displays candidates side by side, along with overall ratings, to help you decide which candidates will move on to the next part of a hiring process. Add interviewer names and notes to keep track of each step in the hiring decision.

Interviews, of course, vary widely depending on the type of job a candidate is applying for, the size and type of business or organization that is hiring, industry standards or requirements, and other factors. Creating templates for a variety of positions, from entry-level to managerial and executive positions, can help define the basic skills required for a job, create a standardized approach to interviewing and evaluating applicants, and streamline the application process. interviews. Clear expectations and procedures to follow. While the content and format of an interview is determined by the position, here are some general items that are typically covered:

• aspirations:By asking questions about a candidate's future goals or aspirations, you can gain insight into their own standards of success, whether they want long-term commitment, and how their career development plans might align with company goals.
• Results:Performance measurement should be based on actual results, such as B. Career accomplishments, past accomplishments from a previous employer, and lessons learned from successes and setbacks.
• Conflict:Getting concrete examples of how a candidate has dealt with conflict in previous work settings can provide insight into their strengths and weaknesses when it comes to interpersonal challenges. This quality can be particularly important for leadership roles that involve working closely with teams, facilitating cross-group communication, and mediating conflict.
• Take decisions:Can the candidate give examples of effective problem solving? What kinds of decisions are they responsible for making on a daily, monthly, or yearly basis? Asking questions that illustrate your leadership style and approach to handling important decisions can help you identify feelings about whether a candidate is willing to take the initiative or collaborate when necessary.
• Feature Clarity:Asking questions to assess a candidate's knowledge of what the position entails, the role they will play in the organization, and why they are applying for the position not only provides a sense of understanding of the candidate, but also gives them an opportunity to describe their reasons. . for being the right person for the job.
• Culture Fit:Looking for qualities related to personal character, professional values, teamwork, and preferred work environment or leadership style can help you assess how a candidate might fit into an organization's culture.
• Skills and competencies:These can range from evaluating experience with specific devices or technology to evaluating soft skills such as communication, initiative, and leadership. They may also include prior experience with specific roles, relevant educational background and training, and examples of work experience preparing for success in a specific role.

Interview questions may also relate to planning and organizational skills, salary requirements, work standards, and confirming or expanding on information contained on a resume. Interview templates often have a built-in grading scale to allow interviewers to easily rate and rank a candidate's responses, and then assign an overall score based on the results.

According to theCommission for Equal Employment OpportunitiesThe EEOC prohibits discrimination in all aspects of employment, including steps in the pre-employment process, such as B. Advertising and hiring for job openings, application requirements for candidates, and what interview questions are asked. In general, it is important to only request information that will be used to make a hiring decision. That means avoiding topics related to gender, race, marital status, age, disability, or pregnancy. Interviewers may need training to fully understand what types of questions might violate employment laws. In fact, a friendly or sympathetic question can be interpreted as a search for information that could be used in a discriminatory way.

Behavioral interview questions focus on how a candidate has handled past situations to give insight into how they would perform in the position for which they are applying. The questions are designed to provide concrete, real-world examples of past behavior in work situations. Because of their focus, they are sometimes called STAR (Specific Situation, Task Required, Actions Taken, and Results) interview questions. Behavioral questions can illustrate how a candidate is likely to react in a given situation and provide examples of interpersonal and time management skills. The examples a candidate shares can show what they find challenging or difficult. Behavioral questions can also provide opportunities to find out what a candidate has learned from previous challenges. Here are three sample behavioral interview questions:

• Describe a time when the efficiency of a process improved. How did you achieve this?
• Tell me about an experience in which you worked closely with someone whose personality was very different from yours.
• Talk about a time when you had to juggle multiple responsibilities. How did you deal with this situation?

Situational interview questions are similar to behavioral questions, but instead of focusing on past experiences, the interviewer offers a what-if scenario and asks the candidate to describe how they would handle that situation. This can be helpful in identifying how someone might handle the responsibilities of a particular job, how they might handle problem-solving challenges, and what their general experience is. Situational questions may include:

• If a manager ran a project by encouraging team members to be competitive rather than collaborative, how would you react?
• What would you do if you discovered that a project would not finish before the deadline due to an error?
• How would you treat a colleague if you couldn't develop a positive relationship with him?

Both behavioral and situational questions ask candidates to consider different scenarios, but behavioral questions focus on past experiences, while situational questions ask how something might be handled in the future. Most interviews involve a combination of both approaches, as well as general background and competency questions.

Using a scorecard to assess an interview provides a standardized and efficient way to rank candidates. This method helps ensure fairness when comparing different applicants, since everyone's results are based on the same factors. A scorecard can also be a useful tool for comparing how different interviewers rate the same candidate. In addition, a standardized evaluation system can also offer some protection for a company if a candidate claims that they were judged unfairly or that the result was influenced by interviewer bias. Completing an evaluation scorecard creates documentation that supports hiring decisions and guards against bias. Finally, another advantage of a scorecard is that it can highlight the core competencies required for a position, so important qualifications aren't overlooked and candidates are evaluated based on specific requirements.

Taking the time to train interviewers on how to use evaluation forms and scorecards can also help ensure the interview process runs smoothly and promote accuracy and consistency. Be sure to answer all the questions before the interview begins.

Just as companies need to define their interview objectives and understand how certain questions contribute to a hiring decision, candidates need to prepare for the interview. One of the most important things to remember when answering interview questions is to use specific examples to illustrate your experience and skills. Here are some more tips to keep in mind:

• Transform Weaknesses:Everyone makes mistakes, and you may be asked to describe a specific mistake and how you fixed it. Focus on what you have learned and things you have fixed or are fixing, e.g. B. Closing a knowledge gap through additional training.
• Please investigate:Giving an expert answer about why you would like to work at a particular company requires some knowledge of the organization's background, values, and products.
• Stay positive:Avoid saying anything negative about a previous employer. Even if you have been fired from a job, try to present the reason he left in a positive light.
• Be the best:Employers want to know why you are the best candidate for a job. Focus on how your experience, skills, and knowledge have prepared you to be the best candidate.
• Keep focus:Some interview questions can be very broad, e.g. B. "Tell us something about yourself." For open-ended questions, focus on your interest in the position and the relevant skills and qualities you have to offer.

Going to interviews can seem daunting, but good preparation and practice can help make the process go more smoothly. Read sample interview questions and ask a friend to help you practice your answers.

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