Interviewing
& Hiring: Some things to consider -by Maria Raygoza
Employers
are always faced with replacing employees. The problem is most employers
do not train their managers how to make the proper selection from the
candidates presented. This process actually begins by having a proper
job description in place and by correctly placing an ad based upon the
job description.
Managers
and supervisors often mistakenly believe that having a simple conversation
with a prospective candidate is sufficient to learn all that is needed
to know. Furthermore, preparation for this “conversation”
normally takes place within a few minutes of the arrival of the candidate.
This is an obvious poor approach. The good supervisor takes the time
to stop and properly prepare for the selection process.
Considering
the above, the prepared Manager profiles the position’s responsibilities
by clearly outlining each responsibility and the knowledge and skills
required for the job. Categorizing the requirements by those that are
technical and those that are behavioral is extremely helpful for the
selection process. Keep in mind that the technical requirements refer
to specific skills, expertise or experience. Behavioral requirements
refer to how an individual acts to fulfill a given responsibility, such
as being self-motivated, being well organized and pays attention to
detail. It is also imperative that the manager clearly expresses the
priorities that are expected.
Prior to
the actual interview the prepared manager needs to devise questions
that will concentrate on the applicants past experience and relate directly
to your previously listed requirements of the job. Reviewing the Résumé
will assist in what questions you may want to ask. Questions regarding
rounded off dates, vague educational experience, reasons for leaving
past jobs, lack of salary progression, lack of progression in job duties
and responsibilities, gaps in employment history, job hopping and vague
or general job duties are a few key areas to consider.
During
the actual interview it is critical that a proper greeting be given
and that a quiet place be utilized without interruption. During the
interview it is very important for the person who is doing the interview
not be the one doing the majority of the talking. It is more important
that the candidate do the majority of the talking. It is also advisable
not to tell the candidate “too much” about your needs. He
or she will merely agree that they can fulfill those needs without further
explanation. In addition, having another individual interview is always
a good practice as well as not being to quick to judge an individual.
Finally,
it is recommended that notes be taken however never write directly on
a resume or application because these items may be discoverable if litigation
later ensues. In addition never make any promises at the time that the
interview is concluded. Simply let then know you will get back to them
after all candidates have been interviewed. As a final note be sure
to be consistent in your hiring practices. Failure to do so may lead
to unnecessary litigation.
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