Are You a Good Interviewer?

It seems that a lot of people experience difficulty with the interviewing process and this often results in a less than satisfactory result. In my experience, most of this is due to lack of preparation which, in turn, leads to inadequate execution. Given the high costs associated with poor hiring decisions, a little preparation pays huge dividends.

Here are some guidelines:

1) Develop an 'ideal profile' for the position. It is critical that you know what you are looking for before you can effectively find it.

2) Review the job duties. Carefully study the written job description, accountabilities and expectations. Formulate questions that will provide you with a thorough evaluation of the candidate.

3) Set specific objectives for the interview. You want to determine whether or not the candidate understands the job functions and has the documented experience in delivering what is expected. Ask yourself ..."what do I need to know when the interview is over". Also, keep in mind that candidates will sometimes 'enhance' their qualifications or experience. Your job is to get a true, honest evaluation of the individual.

4) Ask questions that uncover specific behaviors. You are interested in knowing how the candidate responded in the past to a variety of situations that are directly related to the position applied for. You want to know specifically what was done and what the results were. Remember that 'the best predictor of future behavior is past behavior'.

5) Ask for clarification if the candidate is vague. You want specifics that are verifiable with a phone call to his or her previous place of work. Always be prepared to say "I see. Tell me more". You want to get an indepth understanding of the candidate in light of the positions requirements.

6) Use the 'echo technique'. This is effective in eliciting a more complete response. With this technique, you respond to a candidate's answer or comment by repeating what he or she said. For example, if the candidate says "I'm good at problem-solving", you say "so, you're good at problem-solving" (and sit back in your chair waiting for a response). This may result in an awkward silence and that's OK. The candidate will feel obliged to tell you more.

7) Take notes. You want to be able to compare the candidate's qualifications, answers and comments with your documentation of the 'ideal candidate'. You can quickly see where there are deviations from what you are looking for, and where the candidate is a good fit.

8) Stay objective. Don't start relying on your 'gut feel' or your intuition. Once you start doing this, you are looking at the candidate through 'rose-colored glasses'. Just because you think people are 'nice' and you may enjoy them socially, doesn't mean they are right for the job. In fact 80% of 'gut' hires are poor fits.

9) And last, but certainly not least, conduct THOROUGH referencing. Once again, prepare, prepare, prepare. Ask questions that will verify education and past experience. Ask questions that will validate the candidate's stories about past behavior and results. Ask questions that will confirm your perception of the candidate's character and values. Ensure that your referencing is comprehensive, leaving no stone unturned. Many a bad hire is based on inadequate referencing. The decision is important, so spend the time.

If you pay attention to these few, but important, guidelines, you will have confidence in the interview process and you will come to valid conclusions about the candidate and his or her 'fit' for the position.

Stay tuned for many more of workplace solutions!