Guest Column: Interviewing 101 By: Nicholas Phillips of Echelon Consulting Group, LLC
As many employers know from past experience, the individual you hire today will inevitably impact your business tomorrow. Therefore, it is important to choose wisely…but how do you pick the best person and what questions should you ask to get from interview to hire? This is the challenge that employers face at each interview. With the knowledge and practice of a few simple tips, your interviewing process can yield a productive new employee rather than the next statistical figure in your company’s turnover report.
Tip #1: Set a formal business tone for the interview right from the beginning and avoid inappropriate personal questioning.
Many employers feel that breaking the ice with a little light personal talk can make the rest of the interview a bit easier, but there is a problem with this. Beginning in this way may not only detract from the formal and business nature of the visit, but it also may open the employer up to potential liability. Asking if a candidate is married or if he is planning to start a family are two questions, for instance, that are simply not appropriate for a job interview. It is acceptable to be cordial and make an effort to make the job candidate comfortable in order to facilitate an easy flow of conversation, but maintaining the formal nature of the interview is important. This is not a social call. It is the first in a series of evaluations in order to determine whether or not this person will benefit your organization if you decide to extend an offer of employment. Set the stage professionally and know what questions you can and cannot ask. If you are unsure as to what is appropriate and what is not, be sure to enlist the help of a human resources professional.
Tip #2: Ask the job candidate about his/her past successes with other companies in real and specific terms. Past performance is the best indicator of future success.
Try using “give me an example of a time” questions such as:
- “Give me an example of a time when you were given a time-sensitive task and how you got the job done.”
- “Give me an example of a time when you were assigned to manage a project outside of your area of expertise, and what steps you took to ensure its success.”
- “Give me an example of a time when you were confronted by a fellow employee on a matter of differing opinion. How did you react and what steps did you take to reach resolution.”
These types of questions can often prove to be extremely helpful in identifying the best candidate for the job. Rather than relying on education and job history alone, evaluating a job candidate by examining real examples from his past can help you to see whether or not it is reasonable to believe that he would meet your performance expectations and handle such situations appropriately at your company.
Tip #3: Take the time to fully disclose the role and responsibilities of the position, as well as to explain in detail the culture and expectations of the organization.
Here are some steps to follow in preparing to do this adequately:
- Bring a copy of the job description to the interview and allow the job candidate to read and think about it, as well as ask questions.
- Give real examples of some of the tasks that the job candidate would be performing.
- Be prepared to discuss the company’s core values and approach to business.
Like much of what you deal with in operating a successful business, interviewing takes careful planning and an understanding of various techniques and tactics used to sort through the mounting pile of resumes. This is one reason why a growing number of companies are choosing to outsource some human resource functions such as pre-screening and first-line interviewing. Other companies try to at least provide interviewing skills training to their managers and human resource employees. A single inappropriate question can turn opportunity into liability for the company. Take time to prepare well for the interview process, as it is just that – a process. Keep the interview formal and focused, pre-plan what types of questions you will ask, and be ready to show job candidates why they should want to work for you. Following these basics tips will give you some foundation for building your interviewing acumen, upon which the future of your workforce will be decided.
Please contact Nicholas Phillips at Echelon Consulting Group, LLC at (216) 520-1010 or at NPhillips@Echelon-CG.com for more information. You can also obtain additional information at www.Echelon-CG.com.
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