Hiring Center
Interviewing Candidates
The job interview is an extremely valuable tool in the hiring process. Hiring authorities should prepare for interviews just as rigorously as the candidates they interview. Consider constructing detailed job descriptions for the positions you are looking to fill. Such descriptions will help you focus in on the right candidates and identify the types of questions to ask during the interview. Deciding on new hires is never an easy task. Learn to listen to what the candidate says—and doesn’t say—and how she says it and you’ll have a better chance of making successful hires. Commit to taking time out of your schedule to interview effectively and hire the ideal candidate. Here are some things to keep in mind.
Interviewing can be stressful, so do your best to put candidates at ease. Make sure each candidate is greeted and escorted, if necessary, to the interview location. Start your conversation with low-key questions in order to get to know the candidate.
Ask for concrete proof of results. Hearing that a candidate is dependable and hard-working may sound nice, but asking for examples of such attributes will make the candidate focus in on key accomplishments.
Look for candidates that anticipate your questions. The candidate should be able to describe their strengths and back up descriptions with detailed examples. Look for confident, descriptive responses.
Candidates should be able to answer the standard questions regarding areas needing improvement. Look for candidates who admit flaws and how they plan on fixing them.
Have the candidate explain to you what the most important function of their job is. The answer the interviewee gives will tell you a lot about how he sees himself in relation to his company, role and responsibilities.
Can the candidate articulate why she wants to work for your company specifically? Be sure the candidate has done basic research and can discuss where you stand in your industry and what sets you apart from your competition.
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Complete your human resources process in a timely manner including applications, screens and any testing that you may use to qualify candidates. Candidates may lose interest, entertain counter offers or accept another position should you delay the process.
This is undoubtedly the most difficult part of the hiring process. However, if you have screened a sufficient number of qualified candidates, you should have your decision narrowed down to one or two candidates—either of whom could succeed in the position.
The decision has two parts:
1. Facts:
Can the candidate do the job? In the final analysis, assessing ability is much easier when you have clearly identified job duties, noting qualifications that are “must haves.” Using these criteria as a template, carefully review your interview notes on skills, experience, and accomplishments.
2. Cultural Fit:
Would this candidate work well with our team? Chemistry is as important as the candidate’s more concrete qualifications. Issues of character, motivation, personality and attitude deserve careful consideration.
The offer should be extended verbally and then in writing. Candidates are usually given a 48 hour time period to accept the offer. Offers not accepted within 48 hours are turned down 94% of the time.
Insure the Success of Your New Hire
Now that you hired the individual, you can insure the success of the hire by conducting a well planned “kick off” meeting to address responsibilities and expectations. Make sure your new employee has access to the basic tools they need to succeed. Everything from their work station, to an introductory lunch, to a mentorship program should be carefully considered and implemented to aid the transition into their new role.