Interview Guide


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Interview Guide - Quite frequently the Interviewee is better prepared for an interview than the Interviewer

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Interview Guide

  1. 1. Interview GuidePEOPLE. PERFORMANCE. PROFITABILITY. The purpose of the interview is to learn as much as possible about a candidate and determine if they can do the job and will do the job. In order to accomplish this, careful preparation is necessary; including a thorough review of the job requirements, researching the candidate’s educational background and work experience and the selection of the “Team” that will conduct the interview. Each member of the interview team should be assigned a specific area(s) upon which to focus and they should carefully prepare the range of questions they will ask. Questions should be formulated to gain as much information as possible about all of the areas shown below. The interviewer not asking the questions must listen carefully and be prepared to ask follow up questions at the end of each section. Interview Preparation ‰‰ Review resume ‰‰ Review job description ‰‰ “Google” candidate ‰‰ Check LinkedIn and Facebook ‰‰ Research within industry ‰‰ Select Interview Team ‰‰ Assign “Focus Areas” ‰‰ Prepare questions and share with teammates ‰‰ Prepare introductory comments ‰‰ Prepare role play scenarios Peak Focus LLC © 2008-2012 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.
  2. 2. PEOPLE. PERFORMANCE. PROFITABILITY. Interview Overview ‰‰ Educational Experience ‰‰ Employment Experience ‰‰ Industry Knowledge ‰‰ Time Management ‰‰ Business Knowledge ‰‰ Green / Sustainability Knowledge ‰‰ Technology Competence ‰‰ Business/Sales Philosophy ‰‰ Training Programs ‰‰ Personal Goals and Objectives ‰‰ Role Play Participation Interview Tips ‰‰ Ask open ended questions ‰‰ Don’t talk too much ‰‰ Listen carefully and ask clarifying questions ‰‰ Don’t rely on memory - take notes ‰‰ Don’t provide the candidate with the answers ‰‰ Ask behavioral questions and “Peel Back The Onion” Keep in mind that there are two important areas to consider in staff selection and development. During an interview it is important to ask questions that will help you to determine if the candidate is both eligible and suitable for the position. In general, eligibility assessment focuses on measuring the person’s ability to do something whereas suitability focuses on the person’s willingness to do something. Peak Focus LLC © 2008-2012 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.
  3. 3. Will your next hire be a great hire?PEOPLE. PERFORMANCE. PROFITABILITY. Looking for an extra edge in evaluating your best candidates? What if you could dramatically increase the odds that your next hire (or promotion) is not only qualified, but is truly suitable for the position? Someone who will fit in with your team and consistently do a great job? Someone who will help your company reach extraordinary performance? It’s not impossible. You just need the right tools. You see, most businesses hire for elibility and fire for suitability. Don’t get caught in that trap. It’s expensive and time consuming. More often than not, it’s hard to really tell how well someone will perform based on “resume qualifications” alone. Just because they have the skills doesn’t mean they have the drive, the desire to excel, to be part of your team. And, we’ve all been caught off guard by the candidate who interviewed really well, and then, once hired, became our personal nightmare. Well, now you can have an edge - a huge one! - by adding the Harrison Assessment into your process. Increase your hiring and promoting success by as much as 80%. Now, that’s an edge! How valuable would just one of the following be to your business? ‰‰ Hire the right people while reducing recruiting and attrition cost. ‰‰ Increase team productivity by improving working relationships and leveraging team member strengths. ‰‰ Increase effectiveness of coaching, development, and performance management by identifying behavioral traits correlated with specific jobs. ‰‰ Improve employee productivity and satisfaction through better employee job fit. ‰‰ Improve strategic workforce planning and succession planning by accurately identifying and developing high potential employees. ‰‰ Increase effciency of assessment using a single questionairre to create mulltiple reports and applications. The Peak Focus Coach Team has gone through advanced training to help you get the most from your experience using the Harrison Assessment in your business. Contact us today to talk about how this great tool might fit into your hiring, promoting and coaching best practices. For more information, the Harrison Assessment brochure is available on our website Peak Focus LLC © 2008-2012 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.
  4. 4. PEOPLE. PERFORMANCE. PROFITABILITY. About Peak Focus, LLC People. Performance. Profitability. Peak Focus gives you the tools to grow, develop and strengthen your team. With a mix of resources that we’ve created ourselves, as well as several powerful tools we’ve carefully assessed and believe in, we combine our passion and experience to guide companies and individuals toward optimized performance. Select your team members with confidence, help your key players develop their soft skills, and learn how to coach your entire team more effectively by engaging the experts at Peak Focus. For more information and access to free resources, please visit our website at Engage With Us Free tools, resources & updates LIKE us on Facebook Check out our blog Follow us on Twitter Follow us on LinkedIn Peak Focus LLC © 2008-2012 • All rights reserved. Unauthorized duplication in whole or in part without permission is prohibited.