The process of locating the right candidate for any job can be an extremely challenging one. This is even more so if the open job in question is for a crucial, high-level position. Locating and landing the right person for the job could mean a team member that becomes an indispensable asset to your company, while choosing the wrong one could cost you a fortune to restart the process of finding someone new who better meets your needs. The key to success lies in knowing what questions to ask and how to ask them. The use of the right techniques can help you answer important questions about the character, temperament, and thought process of a prospective candidate. Is he a good team player as well as a good leader? Is this someone who can think effectively on his feet? How efficient will he be when it comes to meeting deadlines and working under pressure?
A process known as behavioral interviewing is helping more and more employers find satisfying answers to questions just like these before they hire, making it easier to sidestep the possible pitfalls of hiring someone who may interview well, but not perform up to the required standards. Statistics show that when compared to traditional interviewing techniques, behavioral interviewing is 5 times more effective when it comes to pinpointing the right person for the job. It was first formulated and introduced as a valid interviewing technique in the 1970's and is based on the idea that looking at past behavior is the best way to determine future behavior. Behavioral interview questions often require the candidate to reply by telling stories about real-time experiences related to specific skills and necessary character traits, giving you the interviewer valuable insight into his work habits, general attitude, and time-management style in the process. It also gives the candidate a chance to be original and set himself apart by showing you what he as an individual can bring to the table.
The first step in the process lies in first determining exactly what kind of candidate you want for the job so that you can properly plan your interview strategy. Take a look at the position you're looking to fill. List all the requirements the person you choose would need to meet. Determine what technical skills, hands-on experience, or educational background this person would need to have under his or her belt in order to be considered. Next, visualize the ideal person for the position in your head and make a list of the qualities and character traits this person needs to possess in order to efficiently do the job required of him. Also take into consideration what qualities your company or organization values in its employees in general and which ones will ensure that the person you choose will fit comfortably into the established personnel structure that's already been established. From here, formulate a set of two or three interview questions for each one of the skills and traits you listed.
Determining interpersonal skills
One of the most important things you need to know about your prospective candidate is how well they work as a member of a team. Does this person know how to determine when its appropriate to take a stand and when its the time to step back and defer to others? Ask the interviewee to describe a situation when he or she has to assume a leadership role and talk a little bit about how they handled it effectively, or ask them to talk a little bit about a situation where they incorporated the input of others in making an important decision. John Heckers, president of Heckers Development Group also suggests identifying team players for high-level positions by deliberately interrupting candidates to see how they handle it, setting up a sample power struggle. The right candidate for the job will defer to the interviewer, showing that he or she is cooperative and knows when it is the right time to defer to someone else.
Determining initiative
You will also need to know how well potential candidates think on their feet and take initiative. Try catching them off guard a little by asking them to describe the preparation process they went through to get ready for the interview. You may also try asking them to describe a workplace situation from their past where they were a key mover in achieving a desired result for their company, or a situation where the candidate took it upon themselves to go above and beyond the call of duty. Questions like these help identify candidates who have good work ethics and are dedicated to producing the best possible performance on the job.
ASSESSING DECISION MAKING SKILLS
How well does your candidate make important decisions? Are they able to think outside the box and work independently just as well as they are able to function as part of a team? Ask them to tell you a story about an instance in which it fell to them to make a difficult or potentially unpopular decision on the job. Ask them how they handled it and how they deal with similar situations in general. You may also try asking them to describe a specific situation in which a decision or judgment call they were responsible for making really paid off. You want a candidate who possess the ability to think outside the box and make smart and innovative decisions when needed.
Assessing time management skills
How efficient is this candidate overall at effective managing his or her time? You want a productive individual who will give you the most for your money. Ask them to tell you about a time when they failed to meet a deadline. Ask them to describe the specifics of the failure, as well as what they learned from the experience. How someone handles and learns from failure is incredibly important. Then ask them to describe a time when they were particularly effective at keeping on task and on schedule. Ask them to assess what they felt contributed to that success and what they learned from that as well.
DETERMINING COMMUNICATION SKILLS
Good communication skills are a must on any job and you want to make sure the person you hire possesses a well developed set of their own. Ask questions that reveal how each candidate communicates using various methods - written, verbal, and so forth - as well as how they communicate with individuals they don't necessarily like. For example, you might ask the candidate to describe a situation when he or she needed to use written communication skills to relay important information, or ask them to tell you about a time when they had to communicate with another team member with whom they did not get along well. You may also ask the person to describe how they personally make sure someone else understands what they are saying when they communicate.
Determining organization skills
Good planning and organization skills are another absolute essential when it comes to any employee. Ask your candidates how they manage their time when they find themselves in a position that requires the juggling of many deadlines, or to describe in detail how they personally go about deciding which tasks should be prioritized and when. You may also try catching them off guard again by asking them to describe a time when they had to deal with a sudden interruption or change in regards to their work schedule.
DETERMINING LEADERSHIP SKILLS
You will also want to determine how well your candidates can take control of a team and lead others. Try asking each person to describe a situation or project in which the use of excellent leadership skill on their part effected the outcome for the better or benefited their company in general. Ask them to describe the steps they would take to go about motivating a team under their direction and boosting morale. Also ask them to describe a time when they found it especially challenging to gain the cooperation of a particular group and have them to describe in detail how they successfully overcame the obstacle.
Assessing flexibility
How is your candidate when it comes to his or her ability to adapt? Ask them to describe a time when they had to cope with an especially stressful situation on the job. How did they handle it and overcome any unexpected obstacles that arose as a result? What did they learn that will help them deal with a similar situation should it arise again in the future? Ask about a specific incident where it was necessary to help a colleague understand or complete a task. How did they attend to the needs of their teammate while still managing to efficiently handle their own workload?
During the interview process, be sure rate each candidate on how well they answered each of your questions and demonstrated each of the desired qualities so that you can more easily compare individuals later on and make a wise decision. Also compare how well each person's response measures up to the standards set by your company to see how competent he or she will be once hired.