Improve Your Interviewing
A successful interview should determine if there is a match between the individual and the job. Furthermore, a good interview process allows you to understand their behavior, values, motivations, and qualifications. Time and time again we have seen people hired for sales jobs that don’t like calling people, customer service people who can’t look into your eyes and say, “Hello.” Then there are good employees promoted into management positions and have no clue how to lead and manage others. Here are several reasons why interviewing techniques fail:
Lack of preparation - The first impression lasts a long time. Prior to the interview make sure you understand the key elements of the job. Develop a simple outline that covers general job duties. Possibly work with the incumbent to get a better idea of what the job is about. Screen the resumes and application to gain information for the interview. Standardize and prepare the questions you will ask each applicant.
Lack of purpose - Not only are you trying to determine the best applicant, but you also have to convince the applicant that this is the best place for them to work. Today’s workers have many more choices and job opportunities to choose from.
Lack of clearly defined job competencies - Each job can have anywhere from 6-14 job competencies. Identify the behaviors, knowledge, motivations and qualities incumbents need to have to be successful in the job. If the job requires special education or a license, be sure to include it on your list also. There are several assessments and profiles available to help insure you have a good match between the applicant and the job.
Lack of structure - The best interview follows a structured process. This doesn’t mean that the entire process is inflexible without spontaneity. What it means is that each applicant is asked the same questions and is scored with a consistent rating process. A structured approach helps avoid bias and gives all applicants a fair chance. The best ways to accomplish this are by using behavioral based questions, role-plays and situational questions. Here are some examples:
Behavioral based questions are used to evaluate the applicant’s past behavior, experience and initiative such as:
Situational based questions evaluate the applicant’s judgement ability and knowledge. The interviewer first gives the applicant a hypothetical situation such as:
You are the store manager of a hardware store. One of your employees has just told you that he thinks another worker is stealing merchandise from the store.
Sample role-plays are effective ways to learn and practice new skills. They can also be used during the interview process to determine the skills and personal charisma of people during stress. For example, if you are interviewing a customer service representative you can use a role-play to see how this person can manage an irate customer. When using role-plays consider the following guidelines.
The traditional interview is never 100% reliable. Yes, a structured approach will improve your chances, but it is important to go one step further. Pre-employment screening is an important aspect of the hiring process for a growing number of employers. By using various assessments and profiles organizations have been able to help clients reduce turnover and improve the quality of the workforce. Behavioral assessments have proven to be an effective tool for improving the management of an organization. They provide an accurate analysis of employees' behaviors and attitudes otherwise left to subjective judgment. More information can be found on our website.
Gregory P. Smith is a retention expert and shows businesses how to build productive work environments that attract, keep and motivate their workforce. He is the author of the forthcoming book called, Here Today Here Tomorrow: How to Transform Your Organization from High-Turnover to High-Retention. He speaks at conferences, conducts management training and is the President of a management consulting firm called Chart Your Course International located in Conyers, Georgia. Phone him at 770-860-9464 or visit http://www.chartcourse.com.