Basic Interviewing Skills


Published on

Published in: Technology, Education
  • Sure, interviewing helps us paint a clear picture of a candidate’s work history… but is that all? Along with predicting a candidate’s work performance, here are some other things that interviewing can help us determine:
    Are you sure you want to  Yes  No
    Your message goes here
  • Longevity. Interviewing can help us to determine how long an applicant would stay with the company if hired. Ask about the applicant’s career goals – do we offer a career path that is aligned with them? Remember, you may not only be interviewing the candidate for the job available today, but also the jobs that will be available down the road. It is not always possible (i.e. seasonal hiring), but try to select employees that have a desire to grow with the company.
    Are you sure you want to  Yes  No
    Your message goes here
  • Turnover.
    Did you know that in this country STRESS on the job accounts for 40% of turnover nationwide? If the job you have available is stressful, make sure your applicant knows it during the interview process and has the knowledge, skills and abilities to deal with it!

    In our company, what is the #1 reason associates leave? FOUND OTHER EMPLOYMENT. What makes them go and look for other employment in the first place? What are the top reasons associates leave your store/department? Would the candidate you are interviewing possibly leave for the same reasons? All companies experience turnover (and turnover is not necessarily all bad!), but try to ask questions that will determine if the candidate will thrive in the position available, and if so, for how long.
    Are you sure you want to  Yes  No
    Your message goes here
  • Productivity. All candidates have the same amount of drive to do well and achieve goals, right? If this were true, interviewing and hiring candidates would be a breeze! But since it’s not, ask questions that will enable applicants to explain what exactly they are looking for in a job, and then determine whether or not the position you have available will make for a good fit. In Good to Great, we read that instead of looking for people that can do the JOB, we should look for people that will take ownership of the RESPONSIBILITIES of the job and be accountable to the results. Engaged, self-motivated employees are generally productive employees. Unhappy, lazy employees are not only less productive, but they have higher absenteeism and sometimes have other issues – like THEFT!
    Are you sure you want to  Yes  No
    Your message goes here
  • Good working environment/atmosphere. Most people aren’t hired to work with just the person that conducted the interview. From customers to coworkers, there are a variety of people that contribute to the daily work landscape. Will the candidate add to the environment and help make it a nice place to work? Has the candidate ever left previous jobs due to difficulties getting along with management or coworkers? Even if the candidate could do the job blindfolded, ask yourself if you can picture him/her making positive contributions and getting along. If the answer is no, move on to someone who can.

    Also consider the culture that the candidate is used to and if that will be a good fit for our company and the position available. We can’t offer working from home, but we can offer flex time! We can’t offer Guitar Hero in the employee game room (like Google in the picture above), but we do have an employee discount for Guitar Hero! Workers in every generation are looking for the right fit – both for the job itself and for the organization as a whole…
    Are you sure you want to  Yes  No
    Your message goes here
No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide
  • Basic Interviewing Skills

    1. 1. Basic Interviewing Skills A Guide for Hiring Managers
    2. 2. Part One: Interviewing is Important Why
    3. 3. <ul><li>Longevity </li></ul>
    4. 4. <ul><li>Turnover </li></ul>
    5. 5. <ul><li>Productivity </li></ul>
    6. 6. <ul><li>Work Environment </li></ul>& Atmosphere
    7. 7. <ul><li>YOU be the expert… </li></ul>
    8. 8. Part Two: The Legal Aspects of Interviewing
    9. 9. Discrimination is illegal .
    10. 11. <ul><li>What do I need to know? </li></ul>Physical & Mental Disabilities
    11. 12. Two major milestones: <ul><li>1. Rehabilitation Act of 1973 </li></ul>2. Americans with Disabilities Act of 1990
    12. 13. An Overview of the Staffing Process Part Three:
    13. 14. <ul><li>Be Consistent </li></ul>
    14. 15. The Bare Minimum
    15. 16. Review
    16. 17. Resume/Application Knock Outs Joe – boxer graphic? See animation
    17. 18. Resume and Application Red Flags
    18. 19. INTERVIEW <ul><li>Qualifying the candidate… </li></ul>
    19. 20. Behavioral Interviewing
    20. 21. Description Action Result
    21. 22. Observe
    22. 23. <ul><li>Document </li></ul>
    23. 24. Interviewee   Interviewer
    24. 25. Great interviews
    25. 26. Choose wisely
    26. 27. I’ve found the one. Now what?
    27. 28. Congratulations!
    28. 29. Your work has just begun.