6 Tips for Effective Interviews

In today’s hectic workplace where we’re all trying to do more with less, conducting an interview can often feel like just one more task on an ever-growing “to do” list. But it is a very important task indeed. Done effectively, it can mean the difference between hiring a valuable contributor to the team, or making a very costly mistake. Here are some tips to ensure your interviews are effective.

1. Be clear about the qualities you do want and those you don’t want. This includes not just technical or job-specific skills, but also the “soft skills” or competencies that are necessary to succeed in the role.  Develop a profile of the best performer you’ve had in that role. Also, think about the qualities that will make the person a good fit for the team or organization. Or not.
2. Ask well-developed, behavioral questions. Once you’ve defined the skills and qualities you’re looking for, prepare questions that draw out specific examples from the candidate of how they’ve demonstrated that skill or competency.   Avoid open ended questions instead ask specific examples such as tell me about a time when you did x, what happened and what was the result?
3. Conduct structured interviews. Use the same set of questions for every candidate interviewing for the role. This will facilitate the decision process and ensure that you are treating candidates equally. Divide the questions among interviewers based on their respective areas of expertise.  This provides a more well-rounded view of the candidate, and keeps the candidate engaged during the interview. It’s frustrating to a candidate to have to answer the same questions multiple times.
4. Be legal. Know the questions you need to avoid. The questions need to be related to the job.  Avoid asking questions related to an applicant’s race, color, religion, age, gender, national origin, marital status, or disability.  Remember that the interview begins the minute the candidate walks in the door. Be sure the receptionist and whoever greets the candidate knows the questions to avoid as well.
5. Train and prepare your interviewers. Effective interviewing is a learned skill. Without training, people will often “go with their gut” versus making an objective decision. Or favor a candidate who is like them versus one who is different, but right for the role.  Be sure they know the requirements for the role, are armed with a good set of questions, and will represent your organization well.
6. Make a good impression. Candidates are primed to leave you with a good impression of them. You need to give them a good impression as well. Be prepared. Be respectful. Be honest. If you’re the decision maker, and know that the candidate is lacking in a certain area, offer some helpful advice. The candidate will appreciate it, and will likely share their positive experience with others.

Need some help developing your interview questions or process? Send me an email at connecttohr@yahoo.com.