When conducting interviews, there are at least nine strategies that should be implemented and put into place. You want to be able to conduct an interview, in less time with better results, but with busy schedules, meetings and various time constraints, how can this task be accomplished. I'm here to tell you that this task can be tricky, but it is doable. When conducting an interview, you'll want to be on your toes. Thesenine strategies will assist you with the task of conducting an interview in less time, with better results. Let's begin:
The top 9 strategies for conducting effective interviews with better results include:
First, take a little time to perfect your interviewing strategies. With busy schedules, the hustle and bustle and time constraints, less time means you'll be conducting an interview, finding the right candidate and getting them started with little or no time to reflect on your decision.
Now, this is supposed to tell you how to do this in less time? It will. Let's move on to number 2.
Second, you have to know what it is you are looking for. It will include narrowing it down those attributes that you must have (think about vehicle shopping. Did you need third row seating or power locks and windows or satellite radio?). This will save you the stress of "hiring the wrong person" - you want the person who is going to make your job easier, not harder. Now, the person on the other side of the interviewer's table may not fit "the bill" of what you are looking for, but may be the best person for the position. Never judge a book by it's cover. We tend to judge on things like how a person is dressed or how they speak or carry themselves without giving them achance or the opportunity. I have to admit that some of the best people I hired, did not fit the bill, but were the best people to work with.
For example, one gentleman came in wearing a pair of shorts only wanting an application. I interviewed him on the spot and ended up offering him the position. It wasn't because of the way he was dressed because let's face it, if I only focused on the way he was dressed, I would have never hired him. There was something about this gentleman and the way he carried himself, just looking at the clothes would have never given me the opportunity to find out what that was. He turned out to be an excellent addition to our team, provided a ton of feedback and worked for me anytime he was in town or on vacation.
Third, keep in mind that there will be the occasional nightmare. My advice, learn how to deal with it now, before you encounter the problem. If you're reading this article then I'm sure you have had your share of nightmares as well; if not, consider yourself warned. I have had people come in to the interview dressed to the nines and they were a terror to work with - and almost impossible to get rid of. Nice people, but carried with them a chip or some problem or they were an unbelievable nag that just wouldn't go away. I'm sure you've hired people like that. If not, again, consider yourself warned - they are out there.
Fourth, not all bad hires are a bad thing, you can learn quite a bit from a bad hire, like what not to do and what qualities you don't want on your team. Certainly helps for the next time you have to hire someone.
Fifth, conducting an interview is like a conversation between two people basically getting to know one another. Remember that you may be embarking on a journey together, you want to enjoy the ride. You need their help and they need yours. In this case, it's all give and take. You want the best and so do they. You want someone who is going to get the job done and they want to be valued for who they are and what they can contribute to the company. You want quality work and they want to be paid for the work that they do. (Benefits are also a good way to keep good employees especially if they are good, benefits such as 401k's, great health benefits or extra vacation time).
Sixth, remember, you get what you pay for and if you're cheap, you will get just that.
Seventh, interviewing strategies should include knowing what you are looking for before you start, not waiting until the last minute. People that you had already considered, but no open position was available are a great place to start. Make sure your hiring choices meet a certain criteria, just like food and food products have to meet the criteria of the FDA in order to receive the FDA's stamp of approval or the FDA approval, just like certain criteria has to be met in order to receive a CE mark, you just don't stamp it because well you feel like it. (Well you could, but the results are costly and not something everyone wants to deal with.) Items that don't meet those criteria do not receive that stamp, keep that in mind for the candidate you're looking to hire. There should be some type of approval process so that you get what you're looking for every time or at least ninety-nine percent of the time.
Eighth, keep in mind that the interviewee is very nervous. They are "selling" themselves to complete and total strangers and just about all self-confidence goes out of the window when you think that your future is in someone else's hands. They are going to stumble and make mistakes, even the most seasoned veteran is going to make mistakes especially under that kind of pressure. How do they handle themselves? Is there a coolness even though they are really nervous or are they just completely out there and unprepared? If you relax (and work around people), you can tell. Now if this is your first time interviewing or if you're just getting started, YOU are going to be nervous. You should be. This is new and exciting stuff. It is a conversation between two people and you are trying to get to know one another. You want to know if you are going to be a good fit. An icebreaker could include something like, "This is just a conversation between two people, I am trying to get a feel for who you are and what you have to offer as you are doing the same.
Ninth, sleep on your potential hiring choice. When I say sleep on it, I mean let yourself think about the person you're thinking of hiring for the position, does something not seem quite right or do you feel confident with that decision. TRUST YOUR GUT. It will tell you just about everything you need to know.
Interviewing questions can include:
Why do you want to work here?
Why should I hire you?
What would you bring to the position?
Who would you say our competition is?
Tell me a little about yourself.
Do you prefer to work with a team or alone?
How did you hear about the position?
These questions may help you to weed out some of the candidates that may be looking for your money, but may not add to your bottom line. Try to get a conversation going with your potential hire and remember, the stamp of approval. Remember your coworkers and teammates, remember your current employees, remember your company. These are the people who are also going to be affected by a good or bad hire. These are the people who right now are carrying the ball and will have to stop to teach, train and interact with this newly hired person. These are also the people who should have a say in whether or not this person is hired. Although it is ultimately yours or human resources decision, you and human resources may not work directly with this person. Value your team by being aware of these key points. Be mindful of these items when you are candidate shopping. Consider these points as you interview this person. Your team should work like a well oiled machine -all the parts working together to get the job done.
Your time is valuable. Brush up on your interviewing skills with a book on interviewing, it will help with some of the questions to ask (although you may have a script from HR) or what questions are taboo (such as Do you have a car or do you have a babysitter?). Visit various websites on interviewing or human resources during downtime to stay up-to-date on interviewing practices, to get an idea of what to ask and to know what not to ask, as this will help to keep your foot out of your mouth and prevent bad or unlawful hiring practices. There several resources such ashttp://www.hireskills.com/EmpTips.htmthat will assist you with interviewing and hiring practices.
Stay in touch with HR. Touch base with them and ask what you can and cannot ask, they are well versed in this area and have to know what practices are safe and which ones will keep you out of hot water. If there is no human resources department or you are it, try your local library or book store for interviewing books, the web also has a lot of great sites aimed specifically at hiring and interviewing.
Keep an open mind when interviewing your hiring potentials, remember not to judge the book by it's cover and happy hunting. Hope this helps.