Prepared
interviewers benefit company and job seekers
HR specialists are responsible for shaping effective interviews
It’s common knowledge that job seekers should be prepared for an interview, but what about the interviewer? As interviews become part of the 9-to-5 grind for many managers, HR personnel may need to take a new look at the interview process-both for themselves and the managers they help train.
“It’s difficult to underestimate the importance of a good interviewer,” said Ted Martin, CEO of Martin Partners, a senior management retainer search firm. “You help determine the personnel and direction of your company.”
If the interviewing process does become a bit routine, Martin suggested treating each interview by investigating the needs of the position and creating questions that address those needs,” he added.
Martin also suggested some additional points to keep in mind when interviewing candidates:
- Create a comfortable interview setting.
- Treat the candidate as a guest of the company. Don’t assume he or she needs the job.
- Be a good listener and let the candidate do the talking.
- Ask creative questions to challenge the thinking process of the candidate.
- Don’t always accept a candidate’s answer at face value. Probe the candidate for motivations and explanations of his or her career progression.
- Present the positives and negatives of the position.
- Be knowledgeable of the job in order to answer all related questions.
- Do not prep or coach the candidate for other interviewers.
- Do not mislead the candidate or make any promises.
Post interview, Martin recommended doing an informal reference check, especially when interviewing someone for an executive level position.
Once the interview and background check are completed, Martin counseled: “If you know you are meeting with a person who is good, you’re looking for personal chemistry. You know the company wants that person and you want to make sure the person is a fit with the senior management. If it’s a sell interview, it shouldn’t be stressful. You’re trying to put the person at ease and give them motivations to join your company.”