The document provides three tips for conducting more effective interviews: send a pre-interview questionnaire to assess candidates' skills beyond their resumes, request a prepared demonstration of their abilities relevant to the position, and avoid asking clichéd questions that don't provide meaningful insights. It emphasizes the importance of evaluating candidates' practical skills and understanding their experiences. The tips aim to help organizations prevent burnout and enhance service quality while making informed hiring decisions.

1. 3 Tips for Conducting
Smarter Interviews

2. H
I’m a systems and strategic thinker.
Who likes to make things look pretty.
ello, I'm Raechel. And I write tips, tricks, and guides.
Not preparing for inventible growing pains and
nutritional requirements can lead to stretch marks.
Stretch marks within an organization can look like staff
member burnout; lapses in quality
or quantity of services.
This series highlights
topics that can help an
organization decrease
their risk of stretch
marks as they grow.

3. Choosing a candidate is a big decision.
Arguably, the decision
that helps your organization
move from point A to B.

4. 1
Send a pre-interview questionnaire.

5. Resumes can only tell you so much.
To narrow down your top candidates before scheduling interviews,
consider sending a pre-interview questionnaire.
This provides you with an opportunity to get a better sense about
each person’s skills and experiences.
You can also ask what motivated them to apply.

6. Ask open ended questions or
request specific examples that
demonstrate the key skills
you’re looking for.
Skills like public speaking or
field-specific knowledge are
nearly impossible to assess
based on a resume.

7. 2
Ask for a prepared demonstration.

8. Talk is cheap.
If you’re interested in a candidate, give them an opportunity to
show you what they’ve got. If the position requires public speaking,
ask them to prepare a short presentation on a relevant topic.
Or if it’s event planning, give them some parameters (purpose, audience,
budget) and ask them to prepare a brief proposal. With graphic design, give
them some specs and ask for a draft. And so on.

9. Having candidates demonstrate
their skills also offers insights
into their work style and
comprehension.
Don’t just ask candidates
questions about their skills
- provide an opportunity to
show their skills.

10. 3
Don’t ask lame questions. Seriously.

11. What’s your greatest strength and weakness?
As an entire species can we please commit to never ask that
question again? Please. You’re asking the candidate to boast, and
then self incriminate in the same breath. Not a good question.
Also, don’t just stick to positive stuff. Ask about
their failures and what they learned.

12. Really think about what you
need to know and how the
position will impact/grow your
organization.
Don’t ask questions that
recap what you should
have already gleaned from
their resume and/or
references.

13. Pre-Interview Questionnaire
Quality Questions.
Prepared Demonstrations

14. This was just a taste. For the full post on this
topic as well as other spoonfuls, please visit:
goodhelpings.blogspot.com