So, you are in charge of leading an interview. What do you do first?
When leading an interview, the first step is to decide what type of interview you want to conduct. Then, you can proceed planning for the interviewing process based on that information.
The Best Ways to Facilitate an Interview
Consider conducting both a traditional interview and a behavioral interview. This approach helps you find a candidate with the right skills and personality for the position. Also, you need to draft a detailed job description. Next, determine the required outputs and performance success factors for that particular job.
Now you can proceed with asking behavioral questions that will identify the traits you would like your new employee to possess. For example, ask the candidate to describe specific instances, and the outcome, in which a particular behavior was exhibited in the past and how they came to handle the situation in that instance. You should make notes about the attributes that candidate has and if they fit with what are looking for in an employee, such as: are they adaptable, accountable, high energy, confident, self-directed, etc.
What Types of Behavioral Questions Should You Ask?
You can achieve a high quality interview with exceptional results by asking behavioral questions such as:
- “Tell me about a time when you recruited new customers by utilizing networking activities.”
- “Give me an example of how you have grown your customer base through cold calling and what methods you used to approach the potential customer.”
- “Describe an incident that went wrong and what you did to resolve the problem, both with the company and with the customer.”
Asking a candidate to describe an actual situation, and the outcome, will help you identify if that candidate has the traits you are looking for in an employee without the candidate realizing what you are doing.
How to Get the Most Out of Your Interview Time
There are plenty of things you can do to get the most out of your interviewing time. Most of it has to do with how well prepared you are for that interview.
- Thoroughly review the candidate’s resume and references
- Be well-versed in the particulars, such as the salary, the duties and all job-related expectations
- Determine the personal attributes you are expecting
- Be prepared to answer questions
- Actively listen to what’s being said
- Maintain good eye contact and be aware of the candidate’s body language
- Ask open-ended questions
- Try to develop a rapport with the candidate
The Bottom Line
The interview process is the best tool you have to vet a potential employee. Being proficient in how you conduct an interview and knowing exactly what it is you are expecting can mean the difference between a good hire and a potential disaster waiting to happen. Therefore, it’s of the utmost importance that you are prepared and know exactly what it is you want in a potential employee.
Contact Leadership Strategies for more questions regarding meeting facilitation. Our facilitators can help you get the most out of every meeting.