Improving your Interviewing Skills

Written March, 2005					File C5-101

Bob Tvrdik, Consultant, Omaha, Nebraska, Phone: 402-496-9512

Beware of the common mistake of doing too much of the talking during the interview. Studies have shown that expecting applicants to be able to discuss their previous experiences and accomplishments more than triples your chances of hiring the right person. Ask them to “tell me about a time when you . . . .” Don't just talk in generalities during the interview; strive for open-ended questions. Be sure to avoid illegal questions about age, marital status, pregnancy, day care arrangements, disabilities, religion, race and national origin.

Basic Interviewing Questions

We have read your resume and looked over your application. Please briefly summarize your background as it relates to this position. In other words, how has your training and experience prepared you for this job? What skills have you acquired in your past positions that will be an asset in this job? (Good “ice breaker” and good way to see if the candidate can focus on being brief with specific information. Look for the proven skills needed.)
What aspects of your last job did you like the best and the least? Why? (Look for positive and negative “red flags.”)
Considering the various people you have worked for, please describe the management styles of your favorite and least favorite boss. (Again, look for “red flags” that could prove to be a good or bad fit in your organization.)
What if . . . scenarios/situations. Provide candidates with situations in which they have to resolve a “problem.” (Look for specific traits, skills and abilities needed, e.g., integrity, the ability to work with other people, temperament and problem solving.)
What appeals to you the most and the least about this position? Why? (Any red flags?)
When we contact your references, what do you think they will they tell us are your greatest strengths and weaknesses? (How do the candidate's strengths and weaknesses fit with your needs as the employer?)
What are you specifically looking for in this position and organization? (Again, how do the answers fit with the needs of your company?)
What questions do you have for us? (Make sure you allow enough time for this even if other questions have to be omitted! You can often learn more about candidates from the questions they ask than from the answers they give to your questions.)
Based on this interview and what you have learned today, what is your level of interest in this position now? Why? (Look for a definite high level of interest.)

Whatever open-ended questions you decide to use, make sure you ask all the candidates the same questions. Doing so will help maintain consistency and will make ranking the candidates easier after the interviews. And do not forget to inform candidates of the next step(s) in the selection process before they leave.

Candidate Rating Form

A sample candidate rating form is included here. You can prepare a similar form that lists your needs/qualifications. After you determine those key job qualifications, you might want to weight each in terms of its importance. Ask all who attend interviews to complete a form about each candidate.

Example

Candidate's Name: _________________________________________

Open Position: _____________________________________________

Interview Date: ____________________________________________

Communication Skills (ability to listen plus express self verbally and in writing)
Decision-making Skills (ability to make choices considering various impacts)
Problem-solving Skills (ability to identify key issues and bring resolution)
Financial Skills (ability to make cost-efficient decisions)
Leadership Skills (ability to motivate and show initiative)
Interpersonal Skills (ability to interact effectively with others)
Flexibility (ability to adapt to changes and to see the “big picture”)
Job Know-how & Demeanor (ability to perform duties in a professional manner)