<ol><li> 
Truly understand what you need and and tailor everything in your selection process finding the perfect person.</li><li>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. </li><li>Explain the process to the interviewee.</li><li>Have a background check on the candidate before the interview.</li><li>Make the interview a conversation, not an interrogation.</li><li>Always ask follow up questions.</li><li>Spend as much time answering questions as you do asking.</li><li>Describe the next steps, don't let him be the one who ask.</li><li>Provide closure every time. Failing to follow up is incredibly rude.</li><li>Observe on how they act with other people before the interview.</li><li>Check out the references of the candidate.</li><li>Conduct one more interview to be positive that you're choosing the right one.</li><li>Make an enthusiastic offer.</li></ol>

Conduct the Perfect Job Interview

Your goal is to hire the best people you possibly can. That means your interview should be the best it possibly can.

career

Career

personaldevelopment

Personal Development

leadershipandmanagement

Leadership & Management

Conduct the Perfect Job Interview in Twelve Simple Steps

Is there a time you tried to do something and failed? Is there a time you received negative feedback from your boss. How did that make you feel? Is there a conflict at work that made you feel frustrated? <ul><li>Emotionally intelligent people are good at understanding and managing their emotions. They are also empathetic and good at handling others' emotions </li></ul><div>Tell me about a hobby you like to do outside of work. Can you teach me about it?</div><div><ul><li>Act as you don't understand what he's saying, and observe his reaction. Emotionally intelligent people remain patient and calm when faced with a communication challenge.</li></ul>Can you tell me about a time you needed to ask for help on a project?</div><ul><li>Emotionally intelligent people know and admit when they need help.</li></ul>

Questions to Assess the Emotional Intelligence of a Candidate

Among employees who fail to meet expectations during their first 18 months on the job, 23% fail due to low emotional intelligence. That's the second most prevalent reason new hires fail, following only a general lack of coachability.

communication

Communication

teamwork

Teamwork

How to Assess Emotional Intelligence During the Interview Process

<ol><li>Do not immediately jump to questions focusing on the topic at hand.</li><li>Coax, don't hammer. There will be times that the interviewee will have a hard time answering some questions.</li><li>Make some questions open ended.</li><li>Ask what you don't know.</li><li>Let the interviewees wander a bit, but always be in control.</li><li>Tell the topics and subjects you wish to cover but don't send advance questions.</li><li>Do not ask the questions that were already asked on previous interviews.</li><li>Listen. They key is to pay close attention to what is not answered and make on-the-spot judgements on why that area was skipped or glossed.</li><li>Try not to ask a question that your subject has already answered. It discloses that you really weren't listening after all.</li></ol>

Conducting Great Interviews

In my career, I have conducted thousands of interviews, been interviewed hundreds of times and as a media consultant, I have also observed thousands of interviews from a neutral seat. There are a few tips that have worked consistently well for me and perhaps they will help you. I write this [...]

9 Tips on Conducting Great Interviews

<ul><li>Prepare your questions based on the attributes of an ideal candidate,</li><li>Reduce stress level. Tell the candidates in advance the questions you plan to ask.</li><li>Involve enough people for multiple checks.</li><li>Assess potential. Look for signs of the candidate's curiosity, insight, engagement, and determination.</li><li>Ask behavioral and situational questions.</li><li>Consider "cultural fit", but don't obsess because people adapt.</li><li>Sell the role and the organization once you're sure in your candidate.</li></ul>

Conduct the Effective Job Interview

The virtual stack of resumes in your inbox is winnowed and certain candidates have passed the phone screen. Next step: in-person interviews. How should you use the relatively brief time to get to know - and assess - a near stranger? How many people at your firm should be involved?

How to Conduct an Effective Job Interview

Ask the candidate questions based on:<ul><li>Results. Ask questions which focus on the outcomes of certain situations:&nbsp;What were the actions taken? How did he act with it? What is the result?</li><li>Relationships. Interrogate the candidate questions on how he deal or work with other people.</li><li>Confidence: Ask how he would leverage his/her strenghts in this new position.</li><li>Humility. Ask questions about times he experienced downfalls, and how he accept and deal with it.</li></ul>

Hire the Right Leader

If you want to build a Winning Well culture, you need the very best leaders at every level. You're working hard to develop the vital leadership competencies, so why not take an extra step to hire for them too? This Let's Grow Leaders interview guide can help.

Conduct the Perfect Job Interview in Twelve Simple Steps

How to Assess Emotional Intelligence During the Interview Process

9 Tips on Conducting Great Interviews

It's time to Read like a Pro.

How to Conduct an Effective Job Interview

It's time to
Read like a Pro.