How to Conduct an Effective Job Interview - bit.ly/1CLkq16 Ask for real solutions Don’t waste your breath with absurd questions like: What are your weaknesses? “You might as well say, ‘Lie to me,’” says Sullivan. Instead try to discern how the candidate would handle real situations related to the job. After all, “How do you hire a chef? Have them cook you a meal,” he says. Explain a problem your team struggles with and ask the candidate to walk you through how she would solve it. Or describe a process your company uses, and ask her to identify inefficiencies. Go back to your list of desired attributes, says Fernández-Aráoz. If you’re looking for an executive who will need to influence a large number of people over whom he won’t have formal power, ask: “Have you ever been in a situation where you had to persuade other people who were not your direct reports to do something? How did you do it? And what were the consequences?”... Principles to Remember Do: Lower your candidates’ stress levels by telling them in advance the kinds of questions you plan to ask Ask behavioral and situational questions Sell the role and the organization once you’re confident in your candidate Don’t: Forget to do pre-interview prep — list the attributes of an ideal candidate and use it to construct relevant questions Involve too many other colleagues in the interviews — multiple checks are good, but too many people can belabor process Put too much emphasis on “cultural fit” — remember, people adapt
Posted on: Sat, 24 Jan 2015 01:28:01 +0000
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