Managerial Interviewing Class 101

Most, if not all parties are nervous during an interview. The interviewer is hoping you are the special candidate and wants to make a good impression and the interviewing candidate is hoping they are doing everything right to get the job. The goal of the interview is getting the right fit from both sides. From the employer’s perspective, selecting the right candidate can save the company money and time. It is also important to understand the value, and potential of an the interview. It is important to be prepared and cautious of what can be said and done.

To better prepare yourself, try implementing a technique. What should your technique be? Well, everyone's style is different, but we can provide with some pro tips on how to maximize your interview as an employer. Here are some steps to better prepare yourself and your interviewing panel:

1. Do your homework...review the resume and understand interviewing laws and policies: It is against the law to have a process, procedure or assessment that has the effect of excluding or otherwise discriminating against legally protected applicants. This includes some selected interview questions. Any question or statement that can be discriminatory against a protected category in Title VII can be unlawful. Interview questions should focus on the candidate’s education, experience, and abilities of the applicant and her suitability for the position. Review the candidates resume and outline questions and concerns you may have about their connection with the pertaining role.

2.Breaking the ice: It is best to make a genuine and polite impression by thanking the candidate for their interest in the role and for meeting with you. Display your interest and concerns by confirming if the candidate arrived at the interviewing location ok, or if they would they like a cup of water or coffee if available. Making the candidate feel comfortable will diminish any potential tension.

3.Ask open ended questions: Navigate the conversation to your benefit. Asking open ended questions will require for the candidate to discuss information in greater details. Use the following statement examples of open-end questions to create ideal interviewing questions:

· Can you tell me more about your experience with...

· How would you describe the work...

· What led you to discover...

· How did you manage...

· Why do you believe this skill is...

4.Leave room for silence: We know there is much information that needs to be covered in a small amount of time but if you give the candidate the opportunity to speak more often you will be able to gain a better understanding of who they really are and dive deeper into questions and concerns you may have of their work experience or goals.

5.Active Listening: Good listening calls for concentration. While the candidate is speaking, also consider the sort of language being used. Do responses sound overly rehearsed or are they truly reflective of the individual? Be careful to interpret genuine responses and feelings vs. scripted lines.

6.Consider a “cultural fit”: - Look for signs that “the candidate will be comfortable” at your organization. Observe candidates in action by giving them a chance to try out the job either directly or through role-playing or other online or live simulation. For example, how would you handle this scenario or this reaction if needed. Although the selection of the role is strictly regarding best fit experience and skills, a good cultural fit can lead to alignment with the companies’ values and goals.

7.Sell the role to the “special candidate”: If the meeting is going well and you believe that the candidate is worth pursuing, spend time during the second half of the interview selling the role and the organization. If time allows have additional stakeholders meet with the candidate to seal the deal more swiftly.

What are the next steps?

Let the candidate know you will follow up with them by a certain amount of time. Make the date and means of communication clear and thank the candidate for their time. Then make a commitment to responding to each candidate by the allotted date. It’s a professional courtesy that reflects well on both you and the organization.

Becoming a great interviewer takes effort, but it’s worth the investment. Implementing the right interview techniques can not only save time on the selection process but it can also generate a positive reputation that can improve your candidate experience. People talk about how they’re treated during the interview process, so make sure you’re giving them something great to talk about.