5 Keys to Interviewing Well

Most hiring managers hate hiring and especially hate interviewing. They see it as a waste of time and effort and (secretly) know that they are just not very good at it.

Here are a few tips from Dave Mattson and CanDoGo about interviewing.

In addition to Dave’s tips, both parties – hiring manager and candidate – should be “selling”. The hiring manager should be selling the opportunity and the candidate should be selling his/her skills. Both need to understand what problem the company is trying to solve and should be trying to see if this would be a fit. They need to be sure that they are both on the same page about what needs to be done and whether or not the candidate can do it. A good way this can be worked out is by following the interview with a test from https://www.berkeassessment.com/solutions, this will help you understand the character and skills of your candidate which will help you make a more informed decision.

Guidelines for Effective Interviewing

By Dave Mattson – CEO Sandler Training

Interviewing is one of the critical elements in selecting the best-fit candidate for a position. Here are five guidelines for conducting an effective interview.

1. Plan in advance. Planning is the key to conducting a successful interview. It should not be an “off-the-cuff” activity. You should invest almost as much time planning the interview as the amount of time you schedule for conducting it.

Before you can start interviewing, you must first develop a profile of the ideal candidate that describes the specific attributes—skills, abilities, achievements, habits, attitudes, and behaviors—someone must have to be successful in the position.

Carefully review the profile and the candidate’s résumé. Note the elements you want to explore and the information you want to learn. Then, prepare the questions you need to ask. If you don’t prepare them in advance and write them down, you will forget to ask them.

2. Control the environment. The environment can influence the outcome of an interview. It needs to take place in a private setting, without interruptions and distractions. The objective is to put the candidate at ease. Interviewing is a stressful event for many people. You shouldn’t make it worse.

If you are conducting a phone interview, make sure there won’t be any interruptions. Also, unless there is more than one party involved in the interview at your end, don’t conduct the interview over the speakerphone. Many people are uncomfortable and guarded with their comments when they are on speakerphone.

During a one-on-one interview, don’t sit behind a desk directly facing the candidate. Sit at a coffee table or meeting room table. Clear the table of any material other than what you’ll need for the interview.

(Connie: and don’t sit at the end of the table with the candidate at the far end – sit side by side.)

3. Use appropriate questions. The interview should be conducted in a structured, yet conversational manner. It is not an interrogation of a hostile witness. “Tell me about…” “What…” and “How…” questions get the prospect talking…the objective of the interview. “Why…” or “Why is that?” questions will drill down on an area. But, they suggest that justification or defense is necessary and place more pressure on people. So, use them carefully. Your goal is to understand the person—not to intimidate.

4. Maintain a relaxed atmosphere. The interview should not be an adversarial encounter. Putting pressure on people causes them to clam up, not open up. One of the objectives of the interview is to expose hidden issues. That won’t happen when the candidate is feeling pressure and views you as the enemy. The more comfortable they are with you, the more likely they are to reveal their real thoughts and feelings.

(Connie: Don’t just talk. Listening will get you more answers to your questions.)

5. Provide equal time. Allow time for the candidate to ask questions. Just as you are sizing up the candidate, the candidate is sizing up you and the job. Allowing time for and encouraging the candidate to ask questions allows the candidate time to gather whatever information he or she needs in order to make a decision should you make a job offer. Additionally, questions are often revealing and may expose an aspect of the candidate not explored.

© 2009 Sandler Training

© 2006-2011 CanDoGo, Inc.

Barbara Bruno has an even better take on preparing your hiring managers

She says: ”

It is important for you to attract, interview and present the best talent available. Part of your job is to excite the job seeker about your company and opportunity. It is also important that you begin to prep your hiring authorities.

Inform your hiring authorities that there is competition for top talent. As a result, it is important that they accomplish the following:

  • Understand the hot buttons of each job seeker (what would they change about their current job if they were their boss?)
  • Show how their opportunity answers what is most important to the job seeker
  • Sell their company culture and reputation
  • Stress the retention of current employees
  • Share their story and the reason they love the company
  • Share success stories or testimonials from current employees

In the not too distant future, many hiring authorities will be more interested in the candidate than the candidate will be in the opportunity. This is why it is so critical that hiring authorities realize there is increasing competition for top talent.”

Enhanced by Zemanta
CEO, CFO, HR and Hiring Managers , , , , , , ,

Leave a Reply

This site uses Akismet to reduce spam. Learn how your comment data is processed.