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Interview
Preparation
Outline For An
Effective Interview
I. Outline
the Position
Outline the position in the first few minutes of interview. This removes fluff from the
discussion and encourages direct responses to your questions. (Five to
10 minutes.)
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State specific performance objectives for the
position. (At three months, six months and one year.)
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Explain the immediate priority for the new hire in
this position.
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Discuss any obstacles that may prevent the
candidate from achieving the goals or performance objectives.
II. Ask
Targeted Questions
Ask targeted questions to determine if
the candidate can successfully achieve the performance objectives of the
position. These questions will provide information about four best
predictors of success: work ethic, team skills, comparable performance
and vision.
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Write out core questions that you ask every
candidate. This will provide consistency to the process.
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“Please describe your most significant personal/professional accomplishment.” (Spend five to 10 minutes fact finding,
and ask about past two to three jobs.)
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Anchor candidate’s past accomplishments to job
performance objectives that you have defined for the position. State
a performance objective and ask: “Please describe your most comparable
significant accomplishment.” (Spend five to 10 minutes fact finding.)
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“Please draw an organization chart and describe
your most significant team or management accomplishment.” (Spend five
to 10 minutes fact finding, and ask about the past two to three jobs.)
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Visualize one to two objectives to determine
job-specific problem solving. Describe the objective and ask: “How
would you accomplish this task?”
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Ask any other
questions you need answered to make a solid hiring decision.
Examples of objective
questions and techniques
III. Hot Buttons
Cover and speak to a candidate’s hot buttons that are
indicated on the Candidate Summary Sheet. Most common hot buttons
include:
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Opportunities for career advancement.
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Key or unique technologies or products.
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Company environment and culture.
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Qualities of the immediate manager.
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Income potential for the position.
IV.
Answer Questions
Do
not discuss specific money or compensation issues as they relate to the
candidate; however, you may discuss unique components of the
compensation plan if relevant to the conversation.
V. Close
the Interview
Indicate the next step in
the interview process.
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If the candidate does not indicate how he or she could
successfully achieve the performance objectives, tell the candidate
that there will not be a next step.
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If you have mixed views on the candidate or if the
candidate performed strongly, tell him that he will be moving forward
to the next step. Phone interviews represent a slightly artificial
picture of a candidate that will not become clear until you meet with
him face to face.
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Be prepared to offer the candidate the position on
the spot if all is a green light. Let him know that an offer will be
forthcoming through Pangaea.
VI.
After the Interview
After
the interview the candidate will call us with his or her feedback. Your
recruiter will also call you for your feedback. It is critical
that the recruiter receives feedback from you in most cases within four
hours after the end of the interview, and in all cases within 24
hours. If you do not hear from the recruiter after the
interview, make sure you call the recruiter.
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