Top 4 Ways to Be A Great Interviewer

David Sandler once said, “You can’t teach a kid how to ride a bike at a seminar”.

With that in mind, I personally don’t believe that you can teach someone how to be a great interviewer through a blog post.  My hope is, however, that by using a few of these simple tips in advance of your next interview, you can do a much better job than you previously have.

Here are my TOP 4 WAYS TO BE A GREAT INTERVIEWER

1.  Setting Up the Interview Properly:

Through my volunteer efforts with EO I was responsible for managing our Event Calendar for 18 months.  During that time I learned that every great event that you’ve likely ever been to had great planning at the beginning.  Some companies base their entire reputation on it (i.e. Disney).  When everything is planned properly it says a lot not only about your company but also significantly increases your chances for success:

• Does the candidate have a copy of the Job Description and our Company Website?
• Have they been called, confirmed and sent directions to our office?
• Do they know how long they will be there and what the schedule is during their time?
• If we don’t share the schedule or expectations, what does that say about us?
• Who will greet them when they arrive?
• What’s the 1^st Impression someone will have of our company?

2.  When Your Team Plans the Fight, they Won’t Fight the Plan

Be sure that the Job Description, Competencies, and Accountabilities are distributed to all of those who are interviewing the candidate and everyone on the Interviewing Schedule has gotten the chance to review and ask questions.  Here’s the Checklist:

• Does everyone have the itinerary for the interviews?
• Have you been selective in choosing WHO will interview people?
• Where will they be interviewed in our office?
• Has everyone received a copy of the Candidate Packet (Resume, Description of the Role, Prior Interview Notes)?
• Does everyone involved know what role the candidate is interviewing for and how/why they are being asked to evaluate the candidate?

3. Have a GAME PLAN with your Interviewing Team:

• Add or delete questions based upon what previous information (resume, Comprehensive Interview Notes, preliminary interview notes) has revealed about the candidate.
• Assign areas of focus for your Interviewing Team so that questions aren’t redundant and everyone is maximizing their time away from their day to day responsibilities.
• Encourage everyone to establish their estimated time to spend on each section of questioning.
• Refresh your memory regarding the sequence and wording of questions to ensure a smoother interview.
• Remind everyone to never, ever write on a resume.

4.  Setting the Stage for an Effective Interview once you’re Face to Face:

After a couple of minutes building rapport, let the candidate know about the expected time frame and then sell the person on being open and honest. Topgrading® suggests that you state your purpose and plan in the following way:

• Review your background, interests, and goals to see if there is a good match with the position and opportunities here
• Determine some ways to assure your smooth assimilation into your new position, should you join us
• Get some ideas regarding what you and we can do to maximize your long-range fulfillment and contributions
• Tell you more about the career opportunities we have to offer and answer any questions you have
• Understand your career history, which will be thoroughly verified in reference checks we’ll ask you to arrange with your previous managers

Tags: Brad Smart, chris mursau, hire better, hiring manager, Interview, job description, recruit don't absorb, Scorecard, talent acquisition, topgrading methodology