How Do Experienced Managers Conduct Effective Interviews?
Interviews are a great way to delve deeper into the skills and requirements you’ve noted on the resumé and phone screening. Mostly, the interview allows you to get a sense of the intangibles, such as passion, initiative, goals, cultural fit, attitudes, and communication skills. Gain confidence in your new management role with these tips for conducting professional and effective interviews, helping you select the best candidates for your team. If you decide management isn’t for you & you’d like to change, explore other open positions we have available.
Number 1 rule:
Make sure the candidate is at ease. Make eye contact and establish rapport by finding a shared topic to talk about before you get down to the hard questions. Review the resumé and phone screen notes beforehand so you have some personal info to draw on. Being personable in this way shows the candidate they can be relaxed and open. It also gives a glimpse into the type of work atmosphere they will be in.
Don’t do all the talking:
The interview is mostly about the applicant, so listen attentively. Pay attention to non-verbal cues such as posture, alertness, dress, and personal grooming. Note if they have done their homework about your company. Leave time at the end for the candidate to ask you questions. You can provide insights about the company, your management style, and even “sell” the position.
Take notes:
While it’s important to listen and make eye contact, you also need to take notes. It’s nearly impossible to remember every candidate who comes in for an interview. So, take good notes in an organized fashion so you can easily review them later. Consider having another person in the room, if only as a notetaker.
Work with HR:
It’s important to know what you cannot ask! Work with your HR staff and go over questions you have ahead of time with them before conducting the interview. Keep your questions focused on the job, work environment, and only peripherally involved with an applicant’s personal life. You want to avoid a discrimination lawsuit, so steer clear of questions centered on age, race, gender, country or national origin, religion, disability, and marital or family status.
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