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Conduct the Effective Job Interview
- Prepare your questions based on the attributes of an ideal candidate,
- Reduce stress level. Tell the candidates in advance the questions you plan to ask.
- Involve enough people for multiple checks.
- Assess potential. Look for signs of the candidate's curiosity, insight, engagement, and determination.
- Ask behavioral and situational questions.
- Consider "cultural fit", but don't obsess because people adapt.
- Sell the role and the organization once you're sure in your candidate.
MORE IDEAS FROM THE ARTICLE
RELATED IDEAS
Probe: give me an example…
Dig: who, what, where, when, why and how on every accomplishment or project
Differentiate: we vs. I, good vs. great, exposure vs. expertise, participant vs. owner/leader, 20 yard line vs. 80 yard line
- Truly understand what you need and and tailor everything in your selection process finding the perfect person.
- Determine how you will find the perfect person to fill need that need. You don't want the best of what you saw. You want the best person for the job.
- Explain the process to the interviewee.
- Have a background check on the candidate before the interview.
- Make the interview a conversation, not an interrogation.
- Always ask follow up questions.
- Spend as much time answering questions as you do asking.
- Describe the next steps, don't let him be the one who ask.
- Provide closure every time. Failing to follow up is incredibly rude.
- Observe on how they act with other people before the interview.
- Check out the references of the candidate.
- Conduct one more interview to be positive that you're choosing the right one.
- Make an enthusiastic offer.
If your goal in an interview is to stand out among the applicant pool and be memorable, tell your story from a passionate perspective, even if that touches on the personal territory.
You might incorporate a sentence like, “I’m really passionate about x and y and so I was really attracted to your company…”