{"id":380,"date":"2012-02-09T17:31:09","date_gmt":"2012-02-09T12:31:09","guid":{"rendered":"http:\/\/mdi.com.pk\/management\/?p=380"},"modified":"2016-02-22T19:46:59","modified_gmt":"2016-02-22T14:46:59","slug":"effective-interviewing-5steps","status":"publish","type":"post","link":"https:\/\/mdi.com.pk\/management\/2012\/02\/effective-interviewing-5steps\/","title":{"rendered":"Effective Interviewing – 5 Steps"},"content":{"rendered":"

Most managers conduct job interviews without any structure or strategy or method. \u00a0I am also guilty of this on many occasions because I felt it was going to be quite easy to assess the job applicants. \u00a0Now I know that I was wrong. Without a strategy and methodology for effective interviewing<\/span>, you end up selecting a person based on an overall impression and intuition rather than a diligent scrutiny of the applicant’s abilities and potential. This can often lead to the wrong person in the job. So how does one ensure better selection?<\/p>\n

Well, there are no guarantees of course but here are 5 things that lead to effective interviewing, <\/span>ensuring\u00a0the odds are tilted in your favor. \u00e2\u20ac\u00a6<\/p>\n

<\/p>\n

Effective Interviewing Techniques<\/h3>\n

1- Write down your Questions Beforehand<\/strong><\/p>\n

Without prepared questions, you are almost certainly going to forget some things you wanted to enquire about from the job seeker . You are also likely to deviate from your agenda based \u00a0on how the conversation flows. Thinking about questions during the interview is Ok but it isn’t a substitute for a prepared list.<\/p>\n

2- Probe Technical, Functional and Personal Areas<\/strong><\/p>\n

You must make it a point to address all these three following areas in your questioning:<\/p>\n

Technical:<\/span> \u00a0<\/em>these will be skills related to the work domain and expressed as nouns<\/em> such as finance, sales, operations etc<\/strong><\/p>\n

Functional:<\/span> \u00a0<\/em>these will be typically people handling skills and expressed as verbs<\/em> such as organizing, planning, communicating, delegating etc<\/strong><\/p>\n

Personal: <\/span><\/em>these will be <\/em>essentially personal qualities expressed as adjectives <\/em>such as ethical, professional, team worker etc<\/p>\n

3- Effective Interviewing using Behavior based Questions<\/strong><\/p>\n

Ask candidates to describe past experiences or situations that can help to provide some clues about their competence in each of the three distinct areas above ie. \u00a0Technical, Functional, Personal.<\/p>\n

So for example to assess the Technical component, a behavior based question to a person being interviewed for a sales job might be:<\/p>\n

\u201dGive me an example of a time when you were able to acquire a new client. How did you identify and then approach the client? \u201c<\/em><\/p>\n

An example question to assess to assess the Functional component might be:<\/p>\n

“Please tell us about a situation where you had to get your team to put together a conference? How did you plan this and how did you delegate the tasks? \u201c<\/em><\/p>\n

The answer to this question might reveal some clues about the candidates organizing and delegating capability.<\/p>\n

For the Personal category, the question might be:<\/p>\n

\u201cCan you provide an example of ethical behavior that you demonstrated during a situation involving one of your colleagues\u201d <\/em><\/p>\n

4. Experience is King<\/strong><\/p>\n

Applicants will present different various credentials in their CV and interview to impress. These will include academic qualifications, courses attended, \u00a0languages spoken, certifications and so on. But remember – these are all important and need to be considered however experience is what will really matter. Unless you are deliberately looking for a freshie, \u00a0relevant experience has to be at the top of your scoring sheet. There is no degree or certification or course invented yet that can substitute for real life experience.<\/p>\n

5. Differentiating and Open Questions<\/strong><\/p>\n

Asking the following kinds of questions and assessing how applicants answer these can sometimes reveal insights about the applicant’s preparation, confidence, maturity and communication skills.<\/p>\n

\u201cWhy should we hire you? What is your greatest strength?\u201d<\/em><\/p>\n

\u00a0\u201cWhat is your greatest weakness?\u201d<\/em><\/p>\n

\u201cWhat did you not like about your former organization?\u201d<\/em><\/p>\n

In the question above, we want to see how professionally and tactfully the candidate handles this question.<\/p>\n

\u201cWhat do you know about our organization?\u201d<\/em><\/p>\n

\u201cAre there any questions you want to ask us?\u201d<\/em><\/p>\n

Effective Interviewing<\/span> skills are honed through an awareness of best practice, preparation, and practice.<\/p>\n","protected":false},"excerpt":{"rendered":"

Most managers conduct job interviews without any structure or strategy or method. Without a strategy and methodology, you end up selecting a person based on an overall impression and intuition rather than a scrutiny of the applicant’s abilities and potential. <\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5,2,4],"tags":[],"class_list":["post-380","post","type-post","status-publish","format-standard","hentry","category-communication-skills","category-hr-management","category-management-and-leadership","post-preview"],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t