I am pleased to announce that I just released a new ebook on the Kindle platform! Interviewer Success provides interviewers with the practical skills needed to be effective (and legal!).
At some point in your career, you will most likely be asked to interview a candidate for an open position within your organization. Perhaps you have an interview scheduled for this week and you need information now on how to interview someone without getting yourself in hot water or breaking the law.
Interviewing is a learned skill and doesn’t always come naturally for people, so I’ve put together this quick guide to help you put the candidate at ease, find out the information that you need to know about the candidate, and make a good hiring decision.
Some managers and human resources professionals argue that recruiting (and in turn, interviewing) is one of the most essential business functions in their organizations. Whether you agree with this statement or not, the importance of interviewing should not be understated.
Recruiting has an impact on revenue, strategic goals, competitive advantage and organizational success. Success in these areas is paramount to having a healthy and successful business. Your role as an interviewer is extremely important, so you must know how to do this job well.
In fact, extensive research has been performed on the cost of a bad hire. According to a recent CareerBuilder survey of nearly 2,700 employers, 41 percent estimated that a single bad hire cost them more than $25,000, while a quarter of respondents said it cost more than $50,000. Yikes!
When you are a skilled interviewer, your company is more likely to make the right hires with better performance results. You will be praised for your business acumen.
In this guide, you will learn how to:
– Define what you’re looking for in a candidate
– Review résumés to determine who should be brought in for an interview
– Prepare for an interview
– Set the tone for an interview and create a supportive communication climate for the candidate
– Listen better for understanding
– Look for non-verbal communication cues and body language
– Create interview questions that allow candidates to share their past performance
– Ask questions that elicit more than “yes or no” responses
– Handle special interviewing situations
– Ask only legal questions
– Use the information that you’ve gathered during the interview to make a hiring decision