 |
|
 |
Let’s
Talk – Interviews |
|
|
By Chuck Smith and Leora Baumgarten
 Strong interviewing skills can mean the difference between finding your next star employee and making a bad hire. The pressure is on and the interviewer can be as nervous as the
interviewee! The interview is your best opportunity to find out if a candidate who looks good through the initial screening process, will be a positive addition to the team. Here
is the wisdom gained from more than 20 years of experience interviewing candidates. We learned it the hard way, so you don’t have to.
Before the Interview – Prepare
When the interviewer looks good during the interview the company looks good too, so prepare for the interview and put your best foot forward! Make an interview game plan, and coordinate with everyone who will be interviewing the candidate.
Start by reviewing all available information, including: the candidate’s application, resume, notes from the phone interview and assessment results. Review the job description, too. Next, prepare questions
relating to experience, work behaviors, future goals and key accountabilities. Don’t forget to ask questions about significant items like accomplishments, gaps in employment, special skills, leadership
activities and hobbies. And remember -- some questions are ILLEGAL to ask. Click here for a list of topics that could get you into hot
water. Make some notes to use during the interview, especially if you don’t interview very often.
During the Interview — Ask then Listen
Begin with an introduction and a handshake. This sounds obvious, but a warm greeting can go a long way to ratcheting down everyone’s nerves, which will result in more candid responses from the interviewee.
Don’t forget to make small talk, ask about the drive to the interview, last night’s unbelievable hail storm, the ball game, or the American Idol competition.
Start the interview using the resume and your notes as a reference. Some interviewers like to ask about every position on the resume. Try it and see what you learn. You might ask the candidate to relate what their supervisor would report as their strengths and weaknesses. This will give you the chance to assess the candidate’s self-awareness, as well as their strengths.
Ask open-ended questions; avoid those that can be answered with a Yes or No. Situational and scenario-based questions are a great tool. Ask questions that begin, “Tell me about a time…” Wait for an answer.
Don’t be afraid of silence!
When it’s time to end the interview, ask if the candidate has any additional questions.
Be honest and forthcoming about the company and the position as you answer. Surprises can hurt both you and the candidate in the long run. Thank the candidate for their interest and for taking the time to come in for an interview.
Final Thoughts
The goal of an interview is to get an in-depth knowledge about this person’s background and work history, but you are also trying to get a feel for this person’s character, work behaviors and attitudes. Here are some cues and clues to watch for. Does your interviewee:
- Maintain eye contact and show enthusiasm?
- Have good communication skills answering questions clearly?
- Avoid tough questions by changing the subject?
- Demonstrate respect and friendliness?
- Pay attention to what you are saying?
- Use negative language when talking about past employers?
- Show engagement and interest in the position and the company by asking unscripted questions about what you have said?
Additional resources:
1. An Interviewing Guide: What You Can and Cannot Ask
2. Interview Tips
|
|
|
|
A Little Proposition... |
|
|
By
Weston Davis
 You deserve a better class of candidate than the ones who apply for your open position just because it’s advertised on a national job board. You want to attract top talent, who
will view the job as an investment that is worth their time and full attention. It’s up to you to show prospective employees that this position is something they can believe in,
something they can throw their weight into and succeed as the company succeeds.
We tell nervous candidates every day: an interview is as much about the company as it is about the candidate. The interview is the discerning candidate’s chance to see a company’s operations and leadership first-hand. The interview is the candidate’s opportunity to determine whether the company is a great place to work. Companies that recognize this are able to hire better candidates.
In order to attract top talent, both your recruitment advertising and your on-site interview should be crafted so they present the company and the position in the best light.
When the astute company prepares to recruit and hire, they consider things from the candidate’s point of view: “What does this opportunity offer that’s attractive enough for me to leave the security of my current position?” We call the answer to this question the “Employee Value Proposition" or "EVP."
The EVP is made up of two important parts: the company value proposition (why it’s a great company) and the position value proposition (why it’s a great job for the target candidate).
Designing the Employee Value Proposition is an opportunity to uncover facts your company can “brag” about. Often, “bragging rights” are things that people within the company take for granted. Here are a few examples: growth, annual sales, market share, training opportunities, access to management, employee impact, salary & perks, and particulars of the work environment. Sometimes the EVP is built more on corporate culture and other intangibles, like being able to stop the CEO in the hallway to have a conversation. If there’s something about the company that makes it a place you enjoy working, someone else might enjoy that too.
Creating and publicizing the Employee Value Proposition will improve your hiring process. The Employee Value Proposition will allow you to present solid, specific facts to highlight the desirability of the job and your company, as you compete for top talent. Don’t waste money advertising an unappealing job, instead use the EVP to tell prospective employees and maybe customers too – what is great about your company. Drafting an Employee Value Proposition will pay dividends. Here are some resources to help get you started.
Additional Resources:
1. Attend our upcoming webinar “Planning to Hire: Know Before You Go”
2. Build your Employee Value Proposition with this worksheet.
|
|
|
|
|
|
 |
Webinar
Schedule: |
|
|
| |
|
|
|
Tuesday
May 18, 2010
12:30 CDT
"NewHire User Tips: Crafting an Effective Questionnaire"
|
|
 |
|
|
| |
|
|
|
Monday
May 26, 2010
12:30 CDT
"Planning to Hire: Know Before You Go"
|
|
|
|
|
|
|
|
|
 |
|
|
United Insurance
Established in 1993, United Insurance Services, Ltd (UIS) provides insurance and financial services, with products targeted specifically to individuals in the senior
market in Illinois. UIS has become one of the state’s leaders in assisting clients in finding Medicare supplements, long term care insurance, major medical insurance and annuities. |
|
|
 |
|
|
|
|
|
UIS
recently purchase NewHire
Advantage is implementing NewHire pre-employment applications, candidate screening and tracking, for all hiring. |
|
|
 |
|
|
 |
|
|
NewHire software and recruiting services are designed for today’s hiring needs. We help employers take control of the recruiting process; improving information management and hiring efficiency. |
|
|
 |
|
|
 |
|
|
Our
goal is to empower employers to make informed, effective and cost-conscious hiring choices, using the combination of software, services and expert advice that works for you. |
|
|
 |
|
|
 |
|
|
|
|
|
105
W. Madison #702
Chicago, IL 60602 |
|
|
|
(312)
923-0054
(877) 923-0054 – Toll Free
(312) 578-0983 – Fax |
|
|
|
info@new-hire.com
www.new-hire.com |
|
|
|
|
|
