One of the most important aspects of recruiting is preparing for job interviews. However, because of operational responsibilities, many hiring managers do not have the time to prepare properly, which can result in significant re-hiring and re-training expense. Here are 10 tips from CNI Recruiting to help with interview preparation.
1. Job Descriptions
Job Descriptions should include job requirements that have been demonstrated to correlate with success for the job and your company, rather than based on anecdotal information. Include “soft” job requirements, i.e. attitude, behavior, professionalism, courtesy, enthusiasm, and energy.
Prior to interviews candidates should be carefully screened for job requirements, skill set, experience, past performance, job tenure and cultural fit.
3. Prepare A List Of Questions
Prepare a list of open ended questions, including at least one question relating to each job requirement. After candidates answer each question, ask probing, follow-up questions in order to test the accuracy and completeness of their answers. Follow-up questions can be as simple as “why” or “tell me more”. Check each question as you ask it, to avoid skipping or duplication.
4. Score Card
Prepare a score card that includes the questions in one column, a column for numerical scores, i.e. 1 – 5, and a place for the total score. All interviewers should complete score cards for all candidates. This will provide an objective method to measure and rank candidates, rather than relying on subjective assessments.
5. Post Interview Meetings
Hold post-interview meetings during which interviewers share impressions and discuss candidates’ strengths and weaknesses. These discussions may lead to score card revisions. Record minutes of these meetings.
6. Don’t Lead Candidates
Avoid asking leading questions. For example, If interviewing Sales Reps, ask how they pursue an opportunity, rather than asking which sales process they use.
7. If You Don’t Agree, Say So
If you don’t agree with something that candidates say, tell them and determine their reaction. Do they moderate their statement or support it? Is their response reasonable? Is it convincing?
8. Past Performance
Past performance is the best indicator of future performance. Discuss candidates’ performance in all prior jobs, or at least in the last three jobs. Ask all questions in the past tense, i.e. “what did you do about that”, rather than “what would you do about that”? Discuss why candidates left prior jobs, relationships with supervisors, successes, challenges, likes and dislikes. These discussions will be very helpful in determining whether candidates will succeed in the job and with your company.
9. Be Candid
Describe the job and your organization candidly, including the challenges as well as the rewards. Doing so may result in some candidates withdrawing, but these are candidates who probably would not be a fit.
10. Always Be “Interviewing”
Always be “interviewing”, even if you don’t have any open positions. Evaluate potential candidates at meetings, trade shows, on airplanes, or in social settings. If you identify individuals as posible hires and you don’t have open positions for them, explain that you may be interested in hiring them in the future. Maintain relationships with them until you do.
Interviewing is an important management skill. Take the time to learn to be a great interviewer.
CNI Recruiting places Sales, Marketing, IT and Operations candidates at all professional levels throughout the U.S. Our referral fee is only 15% of candidate first year base salary. We refer only top performers who fit our Clients’ requirements and budgets and we provide World Class Service, including a 90 day guarantee in the event of resignation or termination for any reason. For more information, please contact us today at [email protected] or (908) 874-6148.