In our last posting on \u201cBest Hiring Practices,\u201d we talked about the need to write a comprehensive job description detailing not only the skills an applicant must have, but also the behaviors.\u00a0 Now the next step is to prepare written interview questions.\u00a0 Why written?\u00a0 For that answer, and for a lot more on preparing for interviews, please read below.<\/p>\n
Hey, wait a minute!\u00a0 Before we can interview anyone, we have to find them first.\u00a0 Aren\u2019t we going to talk about how we generate a stream of qualified applicants?\u00a0 Well, no we\u2019re not.\u00a0 The best ways to attract viable candidate varies tremendously depending on the job you\u2019re trying to fill, the industry you\u2019re in, and where in the country you\u2019re located.\u00a0 So for purposes of our Best Hiring Practices discussions, we\u2019ll assume you know how to find or attract the right candidates for your job.<\/p>\n
A NOTE ON RECRUITERS.\u00a0 Some companies use professional recruiters to help find qualified applicants.\u00a0 Are recruiters expensive?\u00a0 Yes they are . . . but not nearly as expensive as a bad hire.\u00a0 So using a recruiter might be a very cost-effective move, particularly for a higher level position.\u00a0 And if you do use a recruiter, just remember that you do not abdicate responsibility for who you choose to hire.\u00a0 If the recruiter properly screens candidates for the skills and behaviors you have specified, he\u2019s done his job.\u00a0 If a candidate doesn\u2019t work out because you misread how he or she would fit into your culture, or because you omitted something from the job description, that\u2019s on you, not the recruiter.<\/p>\n
So let\u2019s talk about interview questions.\u00a0 Why write them?\u00a0 Because interviews are simply another source of data about a candidate.\u00a0 You\u2019ll get some data from resumes, some from references, and some from interviews.\u00a0 So you want to make sure the questions are structured to deliver the data you want.\u00a0 The answer to a poorly worded or vague question may give you improper or misleading information.\u00a0 Furthermore, putting your questions in writing insures that you don\u2019t forget anything during the interview.\u00a0 Besides, preparing for an interview by writing out the questions you intend to ask is just good discipline . . . a productive interview is too important to just go in and \u201cwing it.\u201d<\/p>\n
HR professionals tell us that the best predictor of future behavior is past behavior.\u00a0 So do not ask hypothetical questions (\u201cWhat would you do if . . . \u201c) because the candidate can give whatever answer he or she believes you want to hear, and there\u2019s no way to verify it.\u00a0 Instead, ask about things in the candidates own history.\u00a0 If the job description specifies five years of sales experience, you might ask the candidate for the most difficult customer he had to work with, and what she did to overcome those difficulties.\u00a0 Or if the job requires working in a team, you might say to the candidate, \u201cGive me an example from your previous work when you\u2019ve had to achieve goals working with others.\u201d<\/p>\n
So commit your interview questions to paper.\u00a0 Think carefully about the data you want to extract with your questions.\u00a0 Base the questions on the applicant\u2019s past work experience.\u00a0 Do those three things, and you\u2019re ready for the actual interview.\u00a0 No?\u00a0 Still not comfortable with structuring the interview questions effectively?\u00a0 Then call me.\u00a0 We should talk.<\/p>\n","protected":false},"excerpt":{"rendered":"
In our last posting on \u201cBest Hiring Practices,\u201d we talked about the need to write a comprehensive job description detailing not only the skills an applicant must have, but also the behaviors.\u00a0 Now the next step is to prepare written interview questions.\u00a0 Why written?\u00a0 For that answer, and for a lot more on preparing for<\/p>\n