One of the greatest coaches of all time, Vince Lombardi, was quoted as saying, “Luck is where preparation meets opportunity.” This is true in all facets of life and business, and as a young recruiter in Pittsburgh, I truly believed that success in the staffing/recruiting business was all luck. I learned from my mentor Terry Glover (and yes, he does exist, and he is not a mythological creature), that couldn’t be further from the truth. He use to pound into my head, the harder you work, the luckier you get. That concept applies in all facets of staffing for everyone from recruiters to employers, especially when interviewing.
As an employer looking to fill a position, here are
Six Ways To Improve Your Interviewing:
1.Have questions prepared.
Focus on key areas that you want to cover, such as skill sets, accomplishments, and results. A few well planned questions can make all the difference in the quality of your interview, plus applicants tend to be impressed by a well focused employer.
2. Play, “What if”?
Your questions should create what if scenarios, or what professional interviewers call, behavioral interviews. Put candidates in actual business situations to find out how they would react. It forces them to think on their feet and it allows you to gauge their behavior.
4. How about a tour?
I believe you should always take candidates on a tour of your facility. It doesn’t have to be the Gilligan’s Island 3-hour tour version, but showing candidates your facility, seeing how they interact with people and seeing if they are even paying attention is one way to determine their level of interest. You can also determine by taking them on a tour if they are a cultural fit.
5. Make sure you ask these 3 questions.
- 1.Why should we hire you?? They should be able to give you a list of compelling reasons. Pay attention to how quickly and confidently they respond, and does there reasons fit your need, and culture
- 2.What can you do for us that other candidates can not do? This is where the “good’ candidates can separate themselves from the pack.
- 3.What are your strengths and weaknesses? Once again how well do their strengths compliment your needs and do their weaknesses prohibit their performance for your particular need.
Sometimes I have purposefully not told a candidate everything about a job we are trying to fill. I would ask them if they had “any questions”? I was always trying to gauge their levels of interest and if they were even paying attention. Candidates that had no questions, or if their only questions were about compensation, benefits, or hours, would be an immediate turn-off.