Interview Tips

Interview Tips for Clients

The following are some guidelines in the process of conducting interviews:

	Ensure that each candidate interviewed by your company is handled with "kid gloves" prior to, during, and after the interview. This may include arranging for convenient travel and accommodations, modifying the interview schedule to allow for meals and breaks, and providing an escort for the candidate throughout the day.
	Confirm that all interviewers have the candidate's resume, know the position for which you are recruiting, and are prepared to focus on the candidate throughout the time allotted for each interview.
	Make sure someone "wraps up" with the candidate at the end of the day.
	Know your top five questions and the answers you expect to hear in order for the candidate to be considered the "right one."
	If necessary, think about how you would persuade the candidate and his/her family to move to your location.
	Don't lose momentum! In the event that you want to see a candidate for a second round of interviews, be sure not to let too much time pass. Bring the candidate back as soon as possible and keep in touch regularly throughout the process. Keep the candidate interested and show your interest in them—even if you are still interviewing other candidates.
	When bringing back a candidate for a second round of interviews, try to arrange a dinner if possible.
	Stay in close contact during the negotiation and offer stage.

IDENTIFY COMPETENCIES - Ask about his/her current position and responsibilities:

	What are the standards for successful performance in your job?
	How well did you meet them?
	Do you understand what has led to your success?
	How does your current role compare and contrast to the new position?

SELF APPRAISAL - Ask for a problem and its solution:

	What did you learn?
	How has that changed what you do?
	Give me an example of a failure. What did you learn or do differently as a result?

GENERAL QUESTIONS - Ask open-ended questions:

	What do you feel you can contribute to our organization? How will you do that?
	Give me an example of a situation where you had an objective, encountered a barrier and knocked it down?
	Where do you see yourself on a continuum between growing people vs. getting the job done?
	If we hired you next week, what unfinished business would you leave in your current work?
	What are the five most important attributes that have led to your success? What one area have you targeted for improvement?

EMOTIONAL INTELLIGENCE QUESTIONS:

	A manager gives an employee unexpected negative feedback in front of other team members. What is your reaction to that and how do you handle this situation?
	You are in a meeting when a colleague takes credit for work that you have done. What do you do?
	You have recently been assigned an inexperienced manager and you noticed that s/he appears to be unable to make the simplest of decisions without seeking advice from you. What do you do?