Author Archive

Fit Factors and Knockout Issues

August 8, 2011

When we train managers to conduct more effective interviews, we teach them to identify “Fit Factors” – issues that are considered when formulating job requirements.  You want to know if a certain candidate is going to “fit” into your particular environmental circumstances.  Do they have the values and attitudes needed to work within your industry and […]

Posted in Interview Skills Training No Comments »

How Many Interiews are Necessary?

August 1, 2011

When interviewing job candidates, how many interviews should you conduct?  There is clear evidence that shows that assuming the same criteria and an organized approach, two interviews are dramatically better than one.  It is much better for two interviewers to see the candidates for 45 minutes than for one interviewer to spend 90 minutes with […]

Posted in Interview Skills Training No Comments »

Testing Assumptions by Developing Great Interview Questions

July 18, 2011

In general, we make too many assumptions.  For example, we assume that a candidate who’s been doing something for five years is better at it than someone who’s only done it for two.  Of course, that might be correct, or it might not.  What about the performance?  Did the candidate demonstrate the qualities we know […]

Posted in Interview Skills Training Comments Off on Testing Assumptions by Developing Great Interview Questions

Campus Recruitment Interviewing

July 11, 2011

The campus interview is a screening interview.  It is not designed for final decision-making.  Law schools schedule interviews to last around 20 minutes, and in that brief period of time some preliminary judgments can be made about a candidate: What can she do?  What knowledge, skill and intellectual capacity does she possess?  What kind of […]

Posted in Campus Recruitment Program, Interview Skills Training Comments Off on Campus Recruitment Interviewing

Four Types of Comments Used in an Interview

July 5, 2011

As you conduct your selection interview, your attention won’t be riveted by every candidate.  Yet you owe it to all of them not to let your mind wander while they are answering questions you’ve asked them.  It may help to note that you cannot summarize back to the candidate what they said to you unless […]

Posted in Campus Recruitment Program, Interview Skills Training Comments Off on Four Types of Comments Used in an Interview

Understanding Job Behaviors

June 27, 2011

What are job behaviors?  When discussing job requirements, in addition to a list of the technical skills and knowledge that are required, a direct supervisor might say, “I need somebody who’s motivated, ambitious and energetic.”  The incumbent might be more likely to say something like, “in this job you need confidence.”  A peer might say, […]

Posted in Interview Skills Training Comments Off on Understanding Job Behaviors

Why Your Organization Should Be Interested in Better Interviewing Skills

June 19, 2011

Employee costs are rising.  Despite attempts by management to control these costs, people continue to account for the lion’s share of any organization’s operation expenses.  Any person in an organization who is not producing at optimum capacity reduces productivity.  For many managers, the single largest “purchase” they make is a new employee. Yet most managers […]

Posted in Interview Skills Training Comments Off on Why Your Organization Should Be Interested in Better Interviewing Skills

The Candidate from Four Different Angles

June 13, 2011

Whatever amount of time you have to spend on an interview, use it to explore these four key categories: work experience, education, activities and interests and self-assessment.  This approach will help you collect the data you need to make more effective hiring decisions.  The idea is to take a series of snapshots, from different angles, […]

Posted in Interview Skills Training Comments Off on The Candidate from Four Different Angles

How Candidates Behave in the Interview is not an Accurate Predictor

June 7, 2011

Nowadays when management is asked what they need in their new employees, they say “we need somebody with a high energy level.  We have fewer people doing more work, and therefore need employees who have lots of drive, energy, and stamina.”  That may seems like a clear mandate to search for people with high energy, […]

Posted in Interview Skills Training Comments Off on How Candidates Behave in the Interview is not an Accurate Predictor

Building the Proper Atmosphere (Part 2)

June 1, 2011

In our last post we started discussing the value of creating the right atmosphere and tone for interviewing candidates. Talented people with choices are often influenced by what they hear about your organization from others, so it’s important that every candidate leaves with the feeling that he or she has been fully heard and fairly […]

Posted in Interview Skills Training Comments Off on Building the Proper Atmosphere (Part 2)