Did you ever feel like the person you hired was not the same person you interviewed? Are you afraid to pull the trigger on a candidate because you have become so skeptical?
Let’s face it, when trying to hire someone, there’s no sure thing. What looks good on paper does not always translate into good at the job. Believe it or not, there really are a few tried and true techniques that can help you choose the best candidate for your open position and improve your success rate. But it takes some work on your part.
Preparation for the interview is critical. Take the time to do that at the beginning of the process. Pre-plan your questions and make sure to ask the same 4 or 5 questions to each candidate. Of course your follow up questions will be different based on their answers. Take notes and rate them on how they answered each of the pre-planned questions. This way, at the end of the process, you can objectively analyze your candidates and make the best choice you can.
Some people are very good at interviewing. There are a lot of resources available for people to utilize to showcase themselves in the best light, and they should. It’s your job as the manager to find out if they are going to be successful…. in the job you have available, in your department, and in your organization. It’s all about being prepared for the interview and asking the questions correctly. Not asking the right questions, asking them correctly.
I was in recruiting for several years and I can’t over-emphasize the value of the open ended question. If you really want someone to demonstrate their knowledge, don’t ask them a yes or no question. Yes or no questions should be limited to the basics like, “Are you over 18?”
To really get to know the candidate and see if he is right for the job, don’t ask a question like, “Would you say you are good at handling difficult people?” They know the answer to that and you have given them an easy way out. They may even think they ARE good at handling difficult people, but you will gain greater insight into who they are if you say, “Tell me about the most difficult customer encounter you’ve experienced.” Then, based on what they say, follow up with another question. Ask, “How did you handle it?” or “What did you learn from it?” This type of dialogue helps you get to know the person and better assess how they would do in this particular job if dealing with difficult people is important in this position.
“Tell me about a time…,” or, “How would you describe the way you troubleshoot…” are great lead-ins for good dialogue and a real assessment of their skills. It’s way better than, “Are you a people person,” or, “Have you worked on…” If you do let a yes or no question slip in, press on and ask if they can give you an example of something they did that would help you better assess their skill level.
Don’t just go through the motions. Make the interview count. You can dramatically increase your chances of finding the right person if you take the time to conduct a good interview.
Thoughts… Contact me at abbe@TECResourceCenter.com