How does the manager or small business owner find the perfect candidate for an open job? These days a job posted in the local papers or online job boards will generate a large number of applicants. When it comes to an actual interview, many new managers or small business owners lack experience at this important step in the process. This article provides a basic interviewing approach for the novice interviewer unfamiliar or inexperienced at interviewing job applicants.
The novice interviewer should recognize that candidates will portray themselves in the best possible light and if able to win an interview, will have completed sufficient research on the company and position to be able to say the right words.
Competencies Define the Job
How does the interviewer uncover the critical information needed to find a strong match to the job? Interview preparation is critical. Before even writing out the job ad, it's important to identify the critical characteristics required to do the job and do it well.
Qualifications Aren't Sufficient
Qualifications, such as training, education, and experience are helpful, but not sufficient for finding the perfect someone to fill a job. Start with basic qualifications as a way of separating unqualified applicants from potential good matches. Then focus on the personal qualities, competencies, and characteristics that describe outstanding performance on the available job.
What is the Nature of the Job?
- Is this job a part of an existing team? If so, helpfulness, cooperation, and teamwork might be critical.
- Is this a detail-oriented job? If so, a good candidate is someone who excels at and prefers detailed work. This is likely someone who is well organized, plans, and probably uses a daily to-do list.
- Is the work environment fast paced? Some people enjoy a dynamic environment, others prefer a slower pace.
- Is this a customer service position? If so, good communication skills, empathy, and calm, problem solving skills might be important.
- Is this a management position? If it is then the characteristics and needs of the group to be managed must be considered. Do they need strong leadership or general guidance? Do they require close supervision or general coaching? Are there performance or attendance problems to be dealt with?
Behavioral Interview Questions
Armed with a shortlist of important personal qualities and characteristics for the perfect job candidate, it's time to develop powerful interview questions. Other than the initial welcoming questions, such as "How are you today?," questions should be structured so that they cannot be answered with a simple yes or no. It's important to hear the candidate organize thoughts, express opinions and emotions, and communicate coherently in dynamic situations. Powerful questions do that.
Powerful Interview Questions
The best powerful questions will uncover a candidate's strengths and passions. The best candidate for the job will have strengths and passions that align with the needs of the job. To uncover these, ask questions that begin with "Tell me about...," or "How would you...," followed by situations that give the candidate the opportunity to open up and reveal what's important.
For example, if the job involves customer service, a powerful question might be, "Tell me about your most satisfying customer service experience. What was the situation and what did you do?" A person who is passionate about serving customers will display energy and enthusiasm while describing a situation in great detail. A dispassionate, brief reply is likely to be an indication that the candidate lacks passion for this important aspect of the job.
Behavioral Interviewing
The new manager or entrepreneur with a job to fill must identify the competencies and behaviors that are most likely to succeed in the job. Structuring the interview with powerful behavioral questions help the novice interviewer differentiate between candidates to find the best match to the job.
Examples of behavioral questions.
Related Article on Behavioral Interviewing
Source: This writer's professional experience interviewing a wide range of job candidates.
Jerry Lopper - IPPA member, business and engineering degrees. Jerry's passion for personal development shows in 5 books, hundreds of articles & ...
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