There have been numerous articles and books written about how one
should prepare himself for an interview. Yet, there is far less written
about what the interviewer should do. Having interviewed hundreds of
applicants in numerous fields, and trained others in the basics of
interviewing, it still amazes me that the typical interviewer is so
ineffective in ascertaining information to base a definitive decision
about an interviewee.This is also relevant to a salesperson or representative meeting a potential client, for the first time, because only when one enhances his overall perception, does he optimize his performance and skills.
A large number of interviewers do not carefully review resumes prior to the interview. An effective interviewer should be able to "read through the B.S." that appears on a resume, and get to the gist of the relative information. Many interviewers spend too much time talking, and not enough time listening. Too many interviewers go into the interview process unclear about what they are really looking for or need; what are the priorities; which is more important - - experience, expertise, or training/ education; what kind of prior experience is truly relevant to the proper and efficient performance of this job, etc.
An interviewer should be prepared and follow the following steps and procedures:
(1) Thoroughly pre-read a resume, mark it up, and ask probing, relevant questions;
(2) Ask the applicant what they are looking for - - is it a job or a career? Listen carefully to the response, and if it is answered with the politically correct-type rhetoric and fancy language, ask, "What do you mean by that? How would that apply?"
(3) Ask applicant what they know about your company or organization.
(4) Pick out several of the items from the resume - - one at a time - - and ask how that experience relates to this position.
(5) Don't simply accept rhetoric as responses, but ask questions like, "What do you mean by that?"
(6) What is the posture of the applicant?
(7) Does applicant make eye contact?
(8) Ask what greatest strengths are. Then ask follow up questions about how those strengths apply. Examine how you feel about these responses.
(9) Ask what biggest weaknesses are. Everyone has weaknesses - - see how honestly and directly the applicant answers this, and what this tells you about the individual.
(10) Briefly explain what the position being offered is. Then ask, why the applicant feels he is qualified for this position.
(11) Briefly explain your expectations. Ask for a response.
(12) Take notes during the interview so that you remember what you like and don't like about the applicant..
(13) Ask if applicant has any other questions. An applicant should. Answer them briefly and to the point.
(14) Don't get "buddy-buddy." Be friendly, but remember this is an interview, and you should maintain control.
(15) Stand up and thank the applicant for coming, and give a finite date when you will notify applicant of a decision. Keep your word and contact applicant - - pro or con - - by that date! Shake applicants hand. How does applicant's handshake make you feel about him or her.
(16) As soon as applicant leaves, take a couple of minutes and write your comments and/ or reflections on the resume. Make two columns- pro and con, and evaluate candidate that way. Give the candidate an overall rating.
(17) The final consideration - - How did you personally feel about this applicant? Is this the type of individual you would want to work with? Do you feel the applicant is qualified? Do you have an overall positive or negative impression? What do you believe are the intangibles that may impact your decision positively or negatively regarding this applicant?
If an interviewer follows guidelines like these, and customizes them to fit both need and the interviewers personality and style, better hiring results would ensue. To optimize results, this type of systematization is necessary!
A large number of interviewers do not carefully review resumes prior to the interview. An effective interviewer should be able to "read through the B.S." that appears on a resume, and get to the gist of the relative information. Many interviewers spend too much time talking, and not enough time listening. Too many interviewers go into the interview process unclear about what they are really looking for or need; what are the priorities; which is more important - - experience, expertise, or training/ education; what kind of prior experience is truly relevant to the proper and efficient performance of this job, etc.
An interviewer should be prepared and follow the following steps and procedures:
(1) Thoroughly pre-read a resume, mark it up, and ask probing, relevant questions;
(2) Ask the applicant what they are looking for - - is it a job or a career? Listen carefully to the response, and if it is answered with the politically correct-type rhetoric and fancy language, ask, "What do you mean by that? How would that apply?"
(3) Ask applicant what they know about your company or organization.
(4) Pick out several of the items from the resume - - one at a time - - and ask how that experience relates to this position.
(5) Don't simply accept rhetoric as responses, but ask questions like, "What do you mean by that?"
(6) What is the posture of the applicant?
(7) Does applicant make eye contact?
(8) Ask what greatest strengths are. Then ask follow up questions about how those strengths apply. Examine how you feel about these responses.
(9) Ask what biggest weaknesses are. Everyone has weaknesses - - see how honestly and directly the applicant answers this, and what this tells you about the individual.
(10) Briefly explain what the position being offered is. Then ask, why the applicant feels he is qualified for this position.
(11) Briefly explain your expectations. Ask for a response.
(12) Take notes during the interview so that you remember what you like and don't like about the applicant..
(13) Ask if applicant has any other questions. An applicant should. Answer them briefly and to the point.
(14) Don't get "buddy-buddy." Be friendly, but remember this is an interview, and you should maintain control.
(15) Stand up and thank the applicant for coming, and give a finite date when you will notify applicant of a decision. Keep your word and contact applicant - - pro or con - - by that date! Shake applicants hand. How does applicant's handshake make you feel about him or her.
(16) As soon as applicant leaves, take a couple of minutes and write your comments and/ or reflections on the resume. Make two columns- pro and con, and evaluate candidate that way. Give the candidate an overall rating.
(17) The final consideration - - How did you personally feel about this applicant? Is this the type of individual you would want to work with? Do you feel the applicant is qualified? Do you have an overall positive or negative impression? What do you believe are the intangibles that may impact your decision positively or negatively regarding this applicant?
If an interviewer follows guidelines like these, and customizes them to fit both need and the interviewers personality and style, better hiring results would ensue. To optimize results, this type of systematization is necessary!
No comments:
Post a Comment