BECOME A GREAT INTERVIEWER
HOW TO USE YOUR TIME MOST EFFECTIVELY
Hate to have to hire someone and start an interview process? You’re not alone. Interviews invariably interrupt your daily routine and throw you off schedule. Worse, if the process gets stretched out over a period of weeks, your recollections of the first people you interviewed are vague and the best candidate may have taken another job.
HOW TO TELL WHICH IS THE BEST CANDIDATE
Interviewing is an inexact art because judging the talents and abilities of people is very subjective. And when you add personal chemistry and motivation to the formula for finding the right person, the selection process can become intimidating.
Approach the process without preconceived ideas of the “successful candidate.” There is no magic in “a minimum of 5 years experience” or a certain kind of degree. These are only artificial benchmarks that serve to complicate the process with criteria that may not be necessary or even relevant.
ACHIEVING YOUR INTERVIEW OBJECTIVES
You must accomplish three objectives in an interview within a limited time period (45 minutes to one hour at the most):
1. Uncover the experience that qualifies the candidate who can do your job
2. Evaluate the personal chemistry of the candidate to match your company’s values
3. Sell the candidate on the opportunity with your company. That’s why it’s so important to know what you are going to ask in the first interview, and to be sure that you maintain consistency by covering the same ground with all of the candidates.
SOME GOOD QUESTIONS TO ASK
With your patterned interview questions you should be able to get the basic information you want from each candidate. When you want a candidate to clarify or elaborate on a response to reveal initiative, motivation, attitude or management/organizational skills, Try this:
1. What career accomplishments are you most proud of?
2. How do you feel about being closely (or loosely) supervised?
3. What did you dislike about your most recent job?
4. What did you do to change it?
1. What are your goals for the next two years? Next five years?
2. What have you done to continue your education that is related to your career?
3. What does “job security” mean to you?
1. What job values are important to you?
2. What do you think of your most recent boss?
3. How do you feel about doing routine work?
1. What is your supervisory style?
2. Tell me about a time when you had to deal with a marginal employee. How did you discipline him/her? What was the outcome?
3. What positions have you held in trade, professional, civic or charitable organizations?
SELLING YOUR COMPANY AND JOB OPPORTUNITY
If you like what you’ve heard in an interview, be sure the candidate leaves enthusiastic about the opportunity with your company. Whether you intend to make an offer immediately or will need to refer the candidate to others for additional interviews, don’t assume that candidates are eager to go to work for you. If you like this person, chances are other companies will be favorably impressed also, so you need to highlight the benefits of working for your organization.
There is no such thing as the perfect candidate. That’s why it’s so vital to remain focused on the critical job duties throughout the interviewing process. As soon as the interview is concluded, while the meeting is fresh in your mind, summarize your thoughts about the candidate.
A final word of caution: The best candidates have several options — only one of which is joining your company. When you find a person you like, cut the red tape to accelerate the hiring process. Unnecessary delays often send the wrong signal to a candidate. If your best prospect becomes disenchanted and loses interest, then your screening time and skilled interview techniques have been wasted and you’re back to “Become A Great Interviewer”.
"Throughout my career, I have had the opportunity to meet and correspond with many professional recruiters. Pompeo Group is by far the most detail-oriented team of experts with whom I have had the chance to work. They pay attention to every detail and guide you through the entire job interview process! They are true asset to our industry helping you reach your true potential.”Ian Ielfield
“Pompeo Group afforded me the opportunity to work through the hiring process the way it works best for me. Paul helped make the experience very easy and without any pressure. Staffing for high level positions can be very daunting at times, especially in a highly active labor market, and I was assured to take my time and proceed in a manner that was most comfortable for me.”Nathan Sloan
Michael Colligan – Host “Get a Grip on Lighting Podcast”
“The Pompeo Group helped me win my position as Senior Vice President. I was represented well, and the communication was outstanding. I always knew where I stood and what options were available. Paul and his team are the consummate professionals---capable, confident, and most important---discreet. Pompeo Group is my go-to for talent in lighting.”Kevin Grayson
"Pompeo Group is the best industry-specific recruiting firm that I have had the pleasure of working with. The quality of service received is indicative of the extensive candidate onboarding process their recruiters utilize to ensure the best client experience for the company and superior customer experience for the candidate. Highly recommended for any company in lighting."Amy Jimenez