Conducting an Interview
Discussion
Hi Solo, as a massive long time lurker and having just come back from holiday with some time on my hands thought I would give you my tips for success having interviewed at all levels in several large corporates today and still do, hope you find them helpful.
1. Treat any position with the same level of diligence, the machine or company is only as strong as the weakest link in the chain.
2. Ensure you have a detail job specification and this is clear to the candidate prior to the interview.
3. Give them some indication of what you want to cover, for example a 15 min CV review to start with then more focussed questions based on certain key skills for role such as Time Keeping, Planning, Budgeting or whatever. You can say that for these focussed question would expect something on the SORA model, such as them responding with the Situation, Objective, Result and the Aftermath.
4. Check in with HR to ensure that you adhere to the current policies. Also as some other have mentioned gain some advice from others who have done this in the company you currently work in.
5. Interviewing and selection is something of a lottery. Candidates can perform excellent at interview and in a very polished/robotic way only to fail when doing the job in the real world. Also the reverse is also true therefore you want to ensure you don't introduce any bias into the decision making.
6. I like the questions others have suggested and combined with some SORA model type questions think you have a good interview set.
7. Also throw in there some scale questions related to the role such as between 1-10 how collaborative to authoritative they are or between 1-10 do they prefer to follow due process or use initiative.
8. Ask them to prepare a very quick 3 min pitch, using a chart if they choose on a subject of their choice (really gives you a feel of how they will fit and perform in organisation/culture).
9. Get them to perform a task related to the role.
Getting the right candidate can make or break a team or organisation and is a key enabler to attracting talent so invest the time.
Hope it goes well.
1. Treat any position with the same level of diligence, the machine or company is only as strong as the weakest link in the chain.
2. Ensure you have a detail job specification and this is clear to the candidate prior to the interview.
3. Give them some indication of what you want to cover, for example a 15 min CV review to start with then more focussed questions based on certain key skills for role such as Time Keeping, Planning, Budgeting or whatever. You can say that for these focussed question would expect something on the SORA model, such as them responding with the Situation, Objective, Result and the Aftermath.
4. Check in with HR to ensure that you adhere to the current policies. Also as some other have mentioned gain some advice from others who have done this in the company you currently work in.
5. Interviewing and selection is something of a lottery. Candidates can perform excellent at interview and in a very polished/robotic way only to fail when doing the job in the real world. Also the reverse is also true therefore you want to ensure you don't introduce any bias into the decision making.
6. I like the questions others have suggested and combined with some SORA model type questions think you have a good interview set.
7. Also throw in there some scale questions related to the role such as between 1-10 how collaborative to authoritative they are or between 1-10 do they prefer to follow due process or use initiative.
8. Ask them to prepare a very quick 3 min pitch, using a chart if they choose on a subject of their choice (really gives you a feel of how they will fit and perform in organisation/culture).
9. Get them to perform a task related to the role.
Getting the right candidate can make or break a team or organisation and is a key enabler to attracting talent so invest the time.
Hope it goes well.
anomie said:
Tell me about a work-related accomplishment you are most proud of?
Tell me about when something went wrong at work and how you handled it and helped put things right?
etc
I think these are very poor questions and I never use them. What do they actually tell you about the person's ability to do the job? Just puts them on the spot, or else they trot out some ready made story because they read the interview questions book too.Tell me about when something went wrong at work and how you handled it and helped put things right?
etc
Far more important matters:
1) Is their CV true. Ask them some questions about what they did in previous roles. If the CV is right, they'll have stories to tell.
2) Ask why they left their previous role. It doesn't really matter, but if they slag off their current employer, that's the red flag. You'd get the same treatment if you take them on.
3) Ask about who they tackle the actual sort of tasks you want them to do. Then you'll find out if their approach and if they know how to do the job you want them to do. It's for you to decide the extent to which you want them to be clean slates or with ready made methods.
You can ask about current salary, and why not, but you may not get the truth.
miniman said:
From start to finish, keep this question in mind: "is this the absolute best person I can find to fill the role?"
If they aren't, don't waste any more of your time, or theirs.
I'd say don't set the bar quite so high. But the miniman's basic idea is right, don't settle for someone who's not up to, just because you need someone. If they aren't, don't waste any more of your time, or theirs.
coppice said:
Not at all - I am not talking about the quality of your firm as an employer , which it's fine to talk about positively of course ,my point was that an interviewer shouldn't use the interview platform as an opportunity to show off or talk excessively about him or herself .
The candidate needs to come away from the interview really hoping they get the job. That's part of the interviewers remit. Whether you offer them the job is another matter. Remember an interview is a two way process; it's not just 'why should I hire you?', it's also 'this is why it's a great place to work'. The interviewee needs feel enthused, otherwise the good candidates will accept elswhere and you'll be end up with those who need a job rather than those who want the one you're offering.
romeogolf said:
Our HR department have a set list of questions we ask our admin staff (it's a receptionist-type role) across all offices. Ssome questions have notes to clarify the skills being looked for. Hope it helps.
Dear god if I faced that in an interview, I'd not be accepting the job even if offered.... Our Standard Questions said:
1 What do you know about the company?
Knowledge and understanding of [company]
2 What do you think are the key elements of being [position]?
Able to demonstrate knowledge and understanding of the role and its requirements
3 What skills and experience are you able to bring to the role?
Confident and personable – Able to mix with all types of people and provide a professional public image.
4 What attracted you to apply for this position?
5 Tell me about a time when you really had to pay attention to what someone else was saying, actively seeking to understand their message?
Communication skills and eye for detail
6 Tell me about a time when you solved a problem in the workplace?
Conscientious about their workload, selfmotivated
7 How would you deal with a colleague at work with whom you seem to be unable to build a successful working relationship?
Always able to find common ground – Perhaps sometimes takes longer than others.
8 Give an example of how you provided service to a customer beyond their expectations. How did you identify the need? How did you respond?
Able to demonstrate a flexible approach
9 Describe a time when you altered your own behaviour to fit the situation?
10 Describe a time when you established and maintained a relationship with a group outside of the organisation that impacted on your work or you on theirs.
Demonstrates relationship building skills
11 Describe a time when you had to adjust your work priorities to meet changing demands?
Proactive / Time management / Can deal with changing needs
12 Tell me about the type of documents you have had to produce using Word/Excel/Powerpoint?
Basic IT skills
13 Tell me about the worst boss you’ve ever had, how did you manage the working relationship?
Communication skills – Confident, persuasive, tactful
Knowledge and understanding of [company]
2 What do you think are the key elements of being [position]?
Able to demonstrate knowledge and understanding of the role and its requirements
3 What skills and experience are you able to bring to the role?
Confident and personable – Able to mix with all types of people and provide a professional public image.
4 What attracted you to apply for this position?
5 Tell me about a time when you really had to pay attention to what someone else was saying, actively seeking to understand their message?
Communication skills and eye for detail
6 Tell me about a time when you solved a problem in the workplace?
Conscientious about their workload, selfmotivated
7 How would you deal with a colleague at work with whom you seem to be unable to build a successful working relationship?
Always able to find common ground – Perhaps sometimes takes longer than others.
8 Give an example of how you provided service to a customer beyond their expectations. How did you identify the need? How did you respond?
Able to demonstrate a flexible approach
9 Describe a time when you altered your own behaviour to fit the situation?
10 Describe a time when you established and maintained a relationship with a group outside of the organisation that impacted on your work or you on theirs.
Demonstrates relationship building skills
11 Describe a time when you had to adjust your work priorities to meet changing demands?
Proactive / Time management / Can deal with changing needs
12 Tell me about the type of documents you have had to produce using Word/Excel/Powerpoint?
Basic IT skills
13 Tell me about the worst boss you’ve ever had, how did you manage the working relationship?
Communication skills – Confident, persuasive, tactful
Typically when interviewing I follow a simple structure....
1) Explain the job I'm recruiting for & expectation of the role.
2)Ask them for an overview of what they have been doing in the last couple of roles
3) Pick on specific aspects of the role I'm recruiting for & ask for their knowledge/experience in that specific area if not covered in 2)
4) Deal with softer aspects e.g.: long term aspirations, package outline
5) Any other questions
At all points I'm trying to assess the character/personality as much as anything else.
qwerty-1000 said:
otherman said:
I'd say don't set the bar quite so high. But the miniman's basic idea is right, don't settle for someone who's not up to, just because you need someone.
Very true indeed!!! Far more heartache in the long run. & trust your instincts. I went against my instincts and hired someone who had been OK in the interview but something didnt feel right for an 8 month mat cover role. Was a hugely painful 8 months- deleting folders, always sick, ignoring mails.
Wrong person for the job (or vice versa) and I knew it at the time of the interview but ignored it.
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