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Use
your time effectively
Once
you have identified a candidate/s to interview, set aside time to
focus only on the interviews. Conduct all interviews in a location
in which you will not be interrupted, such as a conference room
or off-premises facility. Avoid using your office if possible. If
you are conducting multiple interviews, schedule them one after
another so you can make immediate comparisons.
How
to identify the right candidate
Conduct each interview in the same manner— many top interviewers
use a standard format. Prior to the interview, prepare a list of
the most important job duties the candidate will need to perform.
Focus on trying to determine whether each candidate will excel at
performing the most important job duties.
Interview
questions
The most effective form of interview question is the behavioral-type
question. The behavioral interview technique is used by an employer
to evaluate a candidate experiences and behaviors in order to determine
their potential for success. The interviewer identifies desired
skills and behaviors, and then structures open-ended questions and
statements to elicit detailed responses. The following are examples
of open-ended questions:
- What
did/do you like about your current job and why?
- Describe
the career accomplishment of which you are most proud.
- Give
me an example of an important goal that you had set in the past
and tell me about your success in reaching it.
- Tell
me about a time you overcame adversity and describe the result.
- Tell
me about a time when you had to go above and beyond the call of
duty in order to get a job done.
Attracting
Top Candidates
Top candidates will often have several opportunities from which
to choose. It is crucial that the interviewer do his or her part
to make their position the most attractive. Remember to portray
your opportunity in the best possible manner— top candidates
approach an interview with the intention of interviewing you and
your company too.
Top
candidates work for top companies. If you are interested in a candidate,
it is important that you make a favorable impression on them. Relay
positive knowledge about your industry, your company’s status
within the industry, growth targets, career track, job environment
and the corporate culture.
Making
the offer
Many factors are involved in attracting a top candidate to your
organization. Prior to making an offer, you need to determine the
compensation package that will be acceptable to the candidate. This
must be done in advance. When making the offer, re-address all the
positives your company has to offer, the compensation package and
career track. Keep the process moving so that the candidate does
not get the wrong signal or worse— another opportunity.
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