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October | 2007
CONDUCTING SUCCESSFUL INTERVIEWS
Finding the right candidate to fill a position
can be a daunting task. Without the right
interviewing skills, the ideal candidate may
slip away— or worse, the wrong one may land
the job.
With adequate thought and preparation,
a successful search is possible. Consider
these tips and suggestions to hone your
interviewing skills.
Areas to Explore
There are several areas to explore that will help you get to know a job prospect. Some of the most important ones are:
Work History - Determine the candidate's patterns, keeping in mind that past behavior is generally the best predictor of future behavior.
Ask the candidate about recent accomplishments, and why he or she is considering a change.
Technical Competency - Ask questions to determine the candidate's skill level for a particular position. Consider having an employee
from the department talk about the position and discuss the candidate's experience with a particular skill or skill set.
Situational Questions - Have the candidate discuss past work situations, both positive and negative, and how he or she handled them.
Team Participation - Ask the candidate to describe an instance in which he or she was part of a group project, and explain his or her role.
Fit - Consider how the candidate will fit into the company environment, and how clients would respond to the candidate. Can you picture the
candidate working in your company?
Potential for Growth - Does the employee have the potential to grow beyond the qualifications of the job?
Questions and Other Things to Avoid
For all the questions that should be asked and topics that should be addressed, there are many that should not. Stay away from the following:
- Do not ask personal questions unrelated to the position, such as marital status, criminal background, religious affiliation, number of children, age, citizenship, home ownership and who to notify in case of an emergency.
- Do not ask questions that can be answered with a simple yes or no.
- Beware of the Halo Effect - Do not become attracted to candidates because they share common traits with you, such as attending the same university or growing up in the same hometown. Keep your opinion unbiased.
- Do not tip your hand, asking the candidate, for example, "Doesn't this look like a greatplace to work?"
Consider These Factors
There are a number of ways to control an interview and make the candidate feel comfortable. Consider these:
- Make the candidate feel important and
wanted. Even if the candidate is not a good
match, make the candidate feel good about
the interview process and your company.
- Maintain control of the conversation. Don't
allow the candidate to turn the tables and
ask all the questions. Take and keep control
of the process.
- Deal with silence. Allow a candidate time
to think. Control the process.
Sell Your Company
Think about what you are selling the candidate.
Point out what makes your company different from
the rest, such as environment, stability, variety,
community involvement and opportunity for growth.
And be sure you can be proud of your company
the way upper management treats employees, the
way employees are recognized and competitive
compensation levels.
Sure, finding the right candidate takes a lot of
work. But when the right candidate lands the job,
the return is invaluable.
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