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Operations Tips for Acing the Interview (as the Employer)
Operations Tips for Acing the Interview (as the Employer) | Tips for Acing the Interview (as the Employer) |
| Written by Administrator | |
 1. Preparation is key "You have to get into the mindset that putting resources into recruitment is time and money well spent," says Dianna Podmoroff, author of 501+ Great Interview Questions for Employers. "It never ceases to amaze me that small businesses will spend more time evaluating the costs of a new cell phone plan than they do deciding on which $50,000 employee to hire." 2. Don't just rely on HR "Human resource interviews are mostly just a gatekeeping function, they can save you some time, but the real interview always takes place between the candidate and the supervisor or hiring authority," says John Kador, author of The Manager's Book of Questions: 1001 Great Interview Questions for Hiring the Best Person. Also keep in mind that HR personnel can have very different perspectives than the bosses on which employees would be a good fit for a particular job. 3. Carefully structure the interview Mary Massad, managing director of recruiting services at Administaff, recommends laying out the interview's agenda right at the start. "It's important to tell the job candidate up front what is going to go on and that you will be taking notes along the way," Massad says. "This builds rapport and makes the interviewee comfortable, and you get more out of them that way." 4. Ask open-ended, behavior-based questions "You want to prompt a conversation with the interviewee," explains Kador. "I advise employers to rely heavily on experiential questions that start with the phrase 'Tell me about a time that ...' He also warns against using formulaic, clichéd questions—particularly queries about a candidate's "greatest weakness" or "what previous bosses might say about them"—as these usually generate canned answers. "Rather than saying 'Tell me about yourself,' I tell employers to say 'Describe yourself using one-syllable words,' and then ask for a real-life example that backs up each word." 5. A job candidate's answer must include details If you're unsure what to listen for, try using the STAR (Situation, Task, Action, Result) format to track an interviewee's response. "Your job as interviewer is to gain specific examples," explains Massad. "And you also want to make sure their examples are recent and relevant to the job you're hiring for." 6. Don't fear the follow-up "Remember to probe beyond the original question," advises Podmoroff. "When the candidates answer these questions, look for honesty and the ability to accept responsibility and admit mistakes. That's why it's really important to ask for negative examples of competencies you are looking for." 7. Evaluate both what they say and how they say it "The interview is equal parts about job fit and culture fit," explains Administaff's Massad, "and successful companies link their staffing strategies to their culture." Accordingly, she says interviewers should not only be asking themselves "Can this candidate do the job?" during an interview but also "Would they be satisfied working here?" 8. Always leave time for the interviewee to question you Massad recommends leaving open the last 10 to 15 minutes of the interview so the job candidate can ask questions of you. "From the candidate, you're looking for general questions about the company and its long-term growth as well as more detailed questions like 'Tell me about the subordinates/supervisors I might be working with,'" she explains. "Questions only about pay and benefits are red flags, though." |
