How Good An Interviewer Are You? Part 2

Written by Marcia Zidle | Edited by Rory Hart
Sections of this topic
    a woman undergoing an interview session

    Have you ever hired someone who did not live up to expectations? I’m sure many of us have at one time.

    The purpose of the interview is to gather information to make an accurate selection decision. A successful interview will help you decide is there’s a match between the job seeker and the position.

    The interview is the key to the entire selection process. A wrong decision can be very costly. It’s been estimated that replacing a key professional or manager can be three to five times their annual salary. Do you want to increase the odds for selecting the best person for your most critical positions?

    Test your interview savvy by answering TRUE or FALSE to these 10 statements.

    11. You should only be interested in the applicant’s technical qualifications and not waste time on their soft skills.
    12. If an applicant fails to meet all job specifications, the candidate should be rejected.
    13. You should provide an applicant with a complete job description prior to the initial interview.
    14. Most interviewers listen to and absorb almost everything the applicant says.
    15. Personal biases for or against an applicant weigh heavily in the hiring decision.
    16. Hiring managers in most companies are excellent interviewers.
    17. Once a candidate has accepted a job offer, all you have to do is wait until their start date.
    18. You have a responsibility to describe the company and the company’s culture/values to job applicants.
    19. In hiring, your judgment alone is usually enough for a hiring decision.
    20. You should always offer the applicant the lowest possible starting salary you think the candidate will accept.

    ANSWERS

    11. FALSE. Soft skills like communication style, leadership, motivation etc need to be assessed and measured. Up to 90% of job failure can be traced to non technical behaviors, work attitudes and skills.
    12. FALSE. There are no “perfect” candidates. Trade-offs must be made and you have to know what is an acceptable trade-off.
    13. FALSE. You should provide candidates with an overview of a job, but never the complete job description before the interview. Since candidates are so well trained today, they will “deliver the expected responses,” and you will not discover the real person behind the “interview mask.”
    14. FALSE. Listening is very difficult for many people to sustain. Therefore, write down only objective key words/phrases during the interview. By doing so, you’ll be able to listen and observe the candidate.
    15. TRUE. Everyone has biases and personal filters. First, identify and understand yours. Then establish a clear and objective position description. This is a great tool in removing your biases.
    16. FALSE. Hiring managers often have received little or no training in how to conduct interviews. All persons in a company who interview applicants should be given training. And update this training on a regular basis!
    17. FALSE. Staying in contact with your new hire, prior to their first day, helps ensure their interest and buy-in to their decision. It’s another way to build rapport with your new employee.
    18. TRUE. A good description of the organization and the job under consideration can do much to sell the applicant on your company. Today, more then ever before, candidates are looking for “fit” as much as you are.
    19. FALSE. A mis-hire can cost you upwards of 4 times a person’s annual income. You expect a second, objective opinion from a qualified surgeon prior to a major operation. Why not ask for a second opinion prior to hiring a candidate?
    20. FALSE. The salary offered should be in line with the going rate for the job.

    How many did you get right?
    Do you need to learn or brush up on the keys to a successful interviewing? For example, writing comprehensive job descriptions, establishing job benchmarks, creating behavioral interview questions,developing a candidate scoring guide or refining your interviewing skills? IIf so,we can work with your hiring managers and human resources. Let’s talk!

    Management Success Tip:

    Allot enough time for each interview so that a sufficient depth of information is gathered. a 30 minute interview may be sufficient for an entry-level job. But, if you are looking for a highly skilled person, you will need more time to gauge qualification and fit. How will you score? Also see Part !: How Good Interviewer Are You? and Behavioral Interviewing.

    Do you want to develop your Management Smarts?

    Marcia Zidle