Job candidates prepare before meeting with a hiring authority. And so must interviewers get ready to ask the best questions.
You didn't think renowned interviewers like Mike Wallace, Oprah Winfrey and Barbara Walters just winged interviews, did you?
Conducting an effective interview is one where you thoughtfully prepare the questions you want answered. And you also carefully listen to evaluate a candidate's responses.
Know Your "Must-Haves" But Be Open-Minded To Conduct Effective Interviews
Some roles will require specific technical, hard skills or experience. Others may be more flexible in their requirements, said Burgette White, vice president of human resources for Adecco North America, a provider of workforce solutions.
Ahead of conducting interviews, White says to determine what your "must haves" for the position are, versus what skills you may be able to train a potential employee on.
Great talent can come from anywhere, Major has found, with or without a college degree or specific skills. Sometimes the greatest gift you can give your company and a candidate is an opportunity. "They just need a passion for learning," said Kristin Major, chief talent officer for Hewlett Packard Enterprise, an information technology company.
Don't Treat The Interview Like A Game Of Bingo
Sometimes interviewers listen for what they want to hear and ignore the rest — good and bad, Major says.
"Sure, we are looking for relevant skills and experiences, but we shouldn't checking off each box like a bingo card when we hear what we think we want in a candidate," she said. "I want to understand how the person will fit with the culture of the company."
Actively listen and understand what the candidate is telling you about the kind of employee and team member they would be.
Ask Scenario-Based Qualifying Questions To Conduct Effective Interviews
Design interview questions that prompt candidates to share specific examples of past behaviors, actions and results, said Andrea Beach. Beach is a CEO, entrepreneur and business coach.
Or putting it another way, do you want a prospective job applicant to tell you why they are the right person, or show you?
You can also ask future-based questions.
"Present candidates with realistic job or role related situations and ask how they would approach and solve these challenges," she said. "This provides insight into their problem-solving and decision-making processes."
Or, Amazon.com's Founder Jeff Bezos once asked a candidate applying to be his assistant the seemingly impossible question of how many panes of glass there were in Seattle. The candidate started with the population of Seattle and the two worked from there. She has said she thinks Bezos wanted to see her thought process to even hazard a rough estimate. Bezos was impressed with her thought-process and hired her on the spot.
Throw Some Curve Balls To Conduct Effective Interviews
Applicants can be like a baseball hitter; sitting on a fastball they know is coming to belt it out of the park. But, what happens when a curveball comes their way?
"Ask candidates for examples when they had to adapt to change or face unexpected challenges," Beach said.
This allows the interviewer to assess a candidate's flexibility, resilience and ability to learn from experiences. You can also pose some hypothetical situations that would require adapting.
Further, asking follow-up questions like "What inspired you to do that?" or "How did that decision making process go in your mind?" allows the interviewer to hear unrehearsed authentic reactions, Beach said.
Anticipate Return Volleys
The competition for great talent is fierce. As an interviewer you are not just screening for a good hire, the candidate might be screening you and your company.
Candidates will often have questions they'd like answered. "Be prepared for these situations," White said. "Be ready to shed light on your company culture as well as to discuss why your company is one the candidate should want to be a part of."
In addition, expect that candidates will be interested in hearing about career opportunities beyond the role they're applying for, White says. "Be prepared to share more about additional roles and opportunities in the organization to highlight growth within the company," White said.
