Many people think that they can just step into the role of "Interviewer" with little or no training, and end up chosing the best candidate for a job. Nothing could be further from the truth. The "art" of interviewing is developed over years of experience, however, there are a number of tips a novice interviewer can utilize that will result in hiring the best qualified individual for the job. Below is a listing of these tips:
- Develop a list of qualifications, skills, personality/character traits, and any other requirements for the ideal candidate.
- When the candidate arrives for the interview, make them feel welcome. Usually when an individual is interviewing for a job, they are nervous. Ask them conversational type questions, or just make small talk that will put them at ease. For example: "Did you have any problem finding our building?" "Wow, that's some weather we're having out there today", or "I'm glad you could make it in today......I hope it wasn't an inconvenient time". There are many different opening comments, statements, or questions, that can put someone at ease.
- It is ALWAYS a good idea to have another individual be a part of the interviewing process. There are a number of reasons for this. If you interview someone alone, they could always come back and say that you said something, or did something inappropriate, and you would have no witness to the fact that you didn't. In todays litigious society, there are many individuals that make a living out of going to interviews and then filing EEOC complaints for various types of discrimination. Additionally, it's always a good idea to have another individual's opinion. Two heads are better than one. While one person is asking a question, another person can be observing the body language, eye contact, etc., of the candidate. And finally, a second person can take notes regarding the candidates responses to questions easier than the person asking the questions.
- The interview process is to find out everything you can about the candidate. It is NOT an opportunity for you to monopolize the conversastion with details of what the job will entail, how the job is done, what your expectations are, etc. The main purpose is to get to know the candidate.
- Make sure you are prepared with a list of questions to ask the candidate. These questions should be related to your needs and expectations, AND, the same questions should be asked of each candidate interviewing for the position. This way, comparisons of candidates can be made easier than if you had asked different questions of each candidate.
- Don't ask leading questions! For example, if you want to know whether a person would be willing to work a lot of overtime or not, don't ask them "Do you like to work a lot of overtime?" Instead, ask them if they have any opportunities for overtime in their current or previous position, and then listen to their answer. More times than not, you'll gain more information by asking an open ended question like this than you will by asking a leading question. The key to really getting to know someone in an interview is to ask questions that get them to talk or explain something, not by asking them "yes" or "no" questions.
- Don't be afraid to ask tough questions, and don't be afraid to wait through awkward silences. The best way to get to know someone is to ask them questions about themselves. For example, "What do you feel are your greatest strengths?" This question usually has a rather lengthy response of personality traits, work ethics, and dedication. However, ask them the reverse question "What do you feel are your greatest weaknesses?", and you'll probably find yourself sitting through a lengthy period of silence. Don't be afraid to wait this silence period out. It is THEIR responsibility to respond to the questions, and as uncomfortable as it may be for you, don't try to help them out.
- Remember, it is the candidates opportunity to sell themselves to you. When you ask questions that they have difficulty answering, wait it out.....as awkward as it may be, don't try to help them out.
- Finish the interview by asking one question. I call this my "Barbara Walters" question. Tell them that you've had numerous applicants for this position, and out of all those applicants, "Why should I hire You?" This gives the candidate one final chance to sell themselves to you. They should be telling you all about their experience, qualifications, work ethic, dedication, etc. It gives them one last opportunity to get the job. If they sit there in silence, or struggle for anything to say, they probably AREN'T the best candidate for the job.
- Finally, never leave a candidate who has been interviewed wondering for weeks or months whether they got the job or not. Pick a date when you think you'll be making a selection, and indicate to the candidate that you will let them know, one way or another, whether they were chosen for the job or not.
- Once a decision has been made, it is easier to mail the applicants who were not chosen a letter explaining that another individual was chosen whose qualifications better meet our needs. This also serves as evidence that the individual was notified that they did not receive the job.
- The candidate that is chosen for the job can be contacted via telephone.
These tips should help anyone that is new to interviewing, or even help someone who has been interviewing for a long time.
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