Interviewing a professional
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Just a brief document on how to set up the basics on successful interviewing of a candidate. This is not an indepth document more an overview of the basics
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This hiring guide provides tips on how to find top-notch administrative professionals and help them branch out beyond their traditional job descriptions.
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Many job roles have claimed the title ‘project manager’, but in reality, are a far cry from the traditional role with overall responsibility for the planning and execution of a project. So how can you be sure you are recruiting the right person?
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Interviewing a professional
- 1. Interviewing a Professional Determining a candidate’s technical skills is a major goal in an interview, but finding out how the person will fit into your clients organization’s culture is also essential. These days, however, candidates tend to be interview-savvy and well rehearsed in responding to typical questions. So how do you break through a candidate’s facade and find out what you really want to know? Develop Your Plan of Action Prior to interviewing candidates, develop a core set of questions to ask each applicant based on the required and preferred skills, knowledge, and abilities listed in the position description. Review the applicant's profile, transcripts, and relevant licenses, certificates and clearances. If information is inconsistent, seek clarification during the interview process and document your findings. Take Good Notes and Obtain Reference Information Document applicant responses and job-related criteria. Summarize your notes into your database. Be sure to get the contact information for reference checks and recommendation. Consider Equal Employment Opportunity and Affirmative Action Obligations You must refrain from asking questions about the following: religion, race, national origin, age, gender, sexual orientation, marital or family status, disability, workers’ compensation history, arrest record, pregnancy, social or political affiliation. Each candidate you interview will be different, and questions will be different but a general rule is to get the following answered, this will allow you to advise your client. If you are interviewing for a certain vacancy the questioning will be around the job requirements. Basic Questions include: 1. Reasons for leaving or looking elsewhere 2. Current responsibilities...(extract as much information about their positions as possible, understand what they did and what they didn’t do, how many staff, the whole project or parts of the project, who did they report in to, who was there client) 3. Major achievements in this role 4. Is this a supervisory role 5. Give me an example of a time when you recognised an improvement in the workplace was needed and what you did about it 6. What did they really enjoy about this role 7. What did they dislike about the role 8. Current salary, + Package, what will then need to move and why