Employer Interviewing Tips

INTERVIEWING THE CANDIDATE

The hour or two you spend interviewing a candidate for any position within your organization is critical to both the organization and to your career. It is important for the growth and health of the organization in that a great hire can add immeasurably to the bottom line. For you, the manager/owner/president, it is important for you to hire the best, because it will influence your career path within that particular organization. A terrific hire will make you indispensable in your company’s eyes. A wrong decision can sometimes put an end to your tenure there as you will be judged by the performance of your subordinates.

A key element in conducting a professional interview that will allow you to hire only the best will depend on what you do before the interview actually occurs. An agenda should be prepared for this meeting. Most of the time the candidate comes to the interview prepared. They usually arrive with a list of questions and several well thought-out statements regarding their past achievements. The interviewer is strongly recommended to match the candidate’s efforts by spending an hour preparing for this meeting. A list of questions should be formulated that key into an exploration of the following personal traits: attitude, motivation, initiative, stability, planning, insight, and social skills. If the interviewer plans to interview more than one candidate, then some sort of rating system should be devised (A,B,C’s or 1-10, etc.) that will allow for objectivity. Secondly, the interviewer should be prepared to sell both the opportunity and the company. Remember, good candidates are at a premium and if they are interviewing with you, they’re probably interviewing with your competition. Be prepared to list the reasons for joining your company. Why should the candidate resign his/her current position to work for you?

Preparing for the interview allows you to use your time efficiently. Interviewing time costs you and your organization money in that it is not a revenue producing activity. By having a set agenda you keep the interview focused and on track. This projects a positive image to the candidate and allows you to feel comfortable that all of the bases have been sufficiently covered.

The Candidate

Since each individual - and each interview -is different, these points should serve only as basic guidelines, not as inflexible rules.

Meeting the Candidate

At the outset, act friendly, but avoid prolonged small talk - interviewing time costs money.

• Introduce yourself by using your name and title.

• Mention casually that you will make notes. (You don't mind if I make notes, do you?)

• Assure candidate that all information will be treated in confidence.

Questions

• Ask questions in a conversational tone. Make them concise and clear.

• Avoid loaded and negative questions.

Is settled in choice of work?.
Ask open-ended questions which will force
complete answers: "Why do you say that?"
(who, what, when, where and how?)

• Don't ask direct questions that can be answered, "yes" or "no."

Analyzing

• Attempt to determine the candidate's goals.

• Try to draw the candidate out and allow

him/her to talk.

• Don't sell--interview.

• Try to avoid snap judgments

The Interview

Below you will find two columns of questions. The left hand column contains questions to ask yourself about the candidate. The right hand column suggests questions to ask the candidate. During the interview, it is suggested you continually ask yourself, "what is this person telling me about himself/herself? What kind of person is he/she?" In other parts of the interview, you can cover education, previous experience, and other matters relating to specific qualifications.

I. Attitude (Ask Yourself) (Ask the Candidate)

1. Can compete without irritation? . . . . . . ... . .Ever lose in competition? Feelings?

2. Can bounce back easily? . . . . . . . . . . . . . . Ever uncertain about providing for your
family?

3. Can balance interest of both company
and self?. . . . .. . . . . . . . . . . .. . . . . . . ....... .How can the American way of business be
improved?

4. What are life priorities? . . . . . . .. . . . . . . . . .Do you feel you've made a success of life
to date? How?

5. Is there a loyalty level? . . . . . .. . . . . . . . . . . Who was your best boss? Describe the
person.

6. Takes pride in doing a good job? .. . . . . . . . What duties did you like most in your last
job? Least?

7. Indications of cooperativeness--a team
player? . . . . . . . .. . . . . . . . .. . . .. . . . . . . ......How do you feel about working with
other employees?

II. Motivation

1. Is settled in choice of work. . . . . . . . . . . . . . . What ambitions does your spouse (or
others) have for you?

2. Works from choice, or necessity?. . .. . . .. . . What have you done on your own to
prepare for a better job?

3. Makes day-to-day and long-range plans? . . What mortgages, debts, etc., press
you now?

4. Uses some leisure for self-improvement?.. ..How will this job help you get what you
want?

5. Is willing to work for what he/she wants
in face of opposition? . . . . .. . . . . . . .. . . . . . .What obstacles are most likely to trip
you up?

III. Initiative

1. Is he/she a self-starter? . . . . . . . . . . . . . . . . . How did you get into this line of work?

2. Completes own tasks? . . . . . . . . . . . . . . . . Do you prefer to work alone or with
others?

3. Follows through on assigned tasks? . . . . . . . ..What do you like and dislike about your
kind of work?

4. Works in assigned manner without. . .. . . . . . ..Which supervisors let you work along?
leaving own "trademark"? How did you feel about this?

5. Can work independently? . . . . . . . . .. . . . . . ....When have you felt like giving up on a
task? Tell me about it.

IV. Stability

1. Is this person excitable or even-tempered?. ...What things disturb you most?

2. Impatient or understanding? . . . . . . . . . . ...... . How do you get along with people
dislike?

3. Does he/she show likes and dislikes
freely? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ......What children's actions irritate you?

4. Does candidate use words that show. . ........ ..What were your most unpleasant work
strong feelings? experiences?

5. Is candidate poised or impulsive;
controlled or erratic? . . . . . . . . . . . . . . . ..... . . . Most pleasant work experiences?

6. Will this person broaden or flatten under
pressure? . . . . . . . . . . . . . . . . . . . . . . . . . . . ...... What do you most admire in others?

7. Is candidate enthusiastic about job? . . . . . ... .. What things do some people do that are irritating to other people?