1 / 14

Interviewing Best Practices

Interviewing Best Practices . Effective and Proven Techniques to hiring SMART. Goals of the Interview. THREE QUESTIONS Can they do the job? Will they love the job? Can we tolerate working with them?. First things First. Can they do the job? What are the requirements?

talisa
Download Presentation

Interviewing Best Practices

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Interviewing Best Practices Effective and Proven Techniques to hiring SMART

  2. Goals of the Interview THREE QUESTIONS • Can they do the job? • Will they love the job? • Can we tolerate working with them?

  3. First things First • Can they do the job? • What are the requirements? • Will they love the job? • What is the environment? • Can we tolerate working with them? • What kind of person do we want to interact with every day? • What kind of person would we hate interacting with every day?

  4. Resume • Can they do the job? • What jobs have they held – titles, function, skills needed, • Appropriate Education level? • How does the resume look? • Will they love the job? • What kinds of companies have they worked at? • How long did they stay at those companies? • Can we tolerate working with them? • Does the resume have a personality?

  5. Resume – what else to look for • Gaps in employment • Lack of career/job growth • Embellished job titles and functions • Job jumping • Details, details, details – grammar, layout, spelling • Lack of accomplishments, track record • Education

  6. Prescreen • Can they do the job? • Resume verification • Will they love the job? • How much do they know about the company? Are they enthusiastic about the product? the job? • Can we tolerate working with them? • What was their favorite job? • Favorite bosses, people? • How were they on the phone?

  7. Prescreen – what else to look for • My ratings: • Knowledge of the Company (did they do their homework) • Communication (concise, clear, direct) • Relevant Experience (what did they talk about most?) • Overall Impression (ability to engage, do I want to meet this person?) • Culture Fit

  8. Onsite Interview Dos &Don’ts DO: DON’T: Ask unnecessary questions Ask leading questions Ask personal questions Use interrogating tone • Ask open-ended/job related questions • Focus on specific skills and traits • Use follow up questions to dig beneath the surface • Control the interview with re-directing questions

  9. Interview Questions • What can’t you ask? • Avoid asking any questions that might indicate discrimination, even if not intended • Standard Skill Questions • Skills test • How proficient are you in power point? • Behavioral Questions • General: How would you handle an irate customer? • Specific: Tell me about a time you had to deal with an angry customer. Describe the situation, the actions you took and the eventual outcome. • Contrary Evidence Questions • Tell me about a work commitment you worked really hard to meet • Now tell me about a work commitment you tried really hard to meet but weren’t able to…

  10. Onsite Interview – Remember the three questions! • Can they do the job? • Skills – remember the “working girl” question • Use behavioral and CEQs • Will they love the job? • Use real world examples – what would you do if? • CEQ – What was your favorite job? Why? What was your least favorite job? Why? • Can we tolerate working with them? • Evaluate their fit based on their answers, actions and attitude.

  11. Onsite InterviewsRED FLAGS • Cannot provide details, examples or proof about claims • Arrive late for the Interview • Don’t take responsibility for railed Projects, teams gone awry or mistakes • Talk inappropriately about their former employer • Failure to dress with care for the interview • Treat employees who have higher level jobs differently • Interest in the company but not the job

  12. 5 Keys to Effective Interviews • Define Requirements • well defined job spec with must haves, preferred and nice to haves identified • Structure An Interview Plan • Identified questions, prepared information to share with the candidate. • Take Notes – Use Evaluation Form • Avoid Common Rating Errors • Halo, Severity/Leniency, Central Tendency, Contrast • Succumb to the pressure to hire • Do not lower the bar!

  13. Listen! Focus!Common Bad Habits of Interviewers • Rehearsing • The interviewer is distracted thinking about the next question • Point Scoring • The interviewer spends time “topping” the replies of the applicant with their own experiences • Mind Reading • The interviewer tries to guess what is going to be said or even jumps in and completes the sentence • Cherry Picking • The interviewer listens for a piece of information they want then switches off • Dueling • The interviewer engages in debate with the applicant about the validity of their view • Counseling • The interviewer can’t help themselves offering guidance or advice about what the interviewee might have done differently – moving into irrelevant territory • Labeling • The interviewer puts one or more “category type” labels on the applicant based on dress or a few comments and stops hearing to information that doesn’t fit that label

  14. Closing Thoughts • Be an evangelist for SoloHealth, no matter what • Involve others • Be consistent • Don’t fall in love, stick to the script • Always check references • As a rule, the interview is as good as it gets • Trust your gut but don’t solely rely upon it

More Related