The Art of Effective Interviewing © 2010 Robert Half Management Resources. An Equal Opportunity Employer. Overview • Purpose of the interview • Proper preparation • Getting honest answers • What to ask • How to listen • Multiple interviews • Overcoming the “halo effect” Objective of the Interview • The interview allows you to: – Clarify details of the resume – Get a sense of applicant’s ability to do the job – Gain insight into personality – Evaluate enthusiasm – Assess potential fit within your organization Interview Preparation: Not Just for Candidates • Review the job description • Examine the candidate’s materials – note areas that require clarification • Establish priorities for the interview • Develop questions © 2010 Robert Half Management Resources. An Equal Opportunity Employer. Creating an Interview-Friendly Environment • Set up a time and place free from distractions • Hold the meeting in a quiet, comfortable room • Close blinds and doors, and forward phone calls • Schedule interview during a stress-free time and day Honesty Counts Executives were asked, “Other than the ability and willingness to do the job, what is the one quality that impresses you the most about a candidate during a job interview?” Honesty/Integrity 1% 7% 8% Enthusiasm Verbal Skills Appearance Sense of Humor Other 12% 58% 14% Getting Honest Answers • Stand up and shake hands • Try small talk • Estimate the length of the interview • Show genuine interest Types of Questions • Closed-ended • Open-ended • Hypothetical • Leading Tips for Questioning • Begin with easy openers • Use effective tandems • Use hypothetical questions sparingly • Avoid leading questions • Probe for more information Solid Interview Questions • What were your most significant contributions or accomplishment in your previous position? • What would you have changed about your last job and why? • What type of work environment is least appealing? • Tell me about your favorite/least favorite supervisor. • Describe a situation in which you had to deal with a professional disagreement or conflict. Off-Limits Questioning • Age • Financial status • Marital status • Number of children • National origin • Religion How Are Your Questions Worded? Discriminatory: • Are you a U.S. citizen? Nondiscriminatory: • Do you have young children at home? • We are often under very tight deadlines. Can you stay late on short notice? • Do you intend to have a family? • If hired, can you prove you have the right to remain and work in the U.S.? • This job involves a great deal of travel. Will you be able to meet this requirement? Becoming a Better Listener • Concentrate – Maintain eye contact – Be aware of body language and mannerisms • Don’t formulate your response prematurely • Keep note-taking to a minimum • Practice, practice, practice Multiple Interviews: The More the Merrier • Consider having the applicant interview with your colleagues • Three interviews are most common • Multiple interviews allow others to weigh in on the decision The Halo Effect • Results from placing too much importance on one characteristic • Happens often in a competitive hiring market • Causes over-estimation of a candidate’s abilities Separating Fact From Fiction • Don’t prejudge • Study past hiring decisions • Divide your interview notes: fact vs. opinion • Remove the candidate’s “halo” and re-evaluate You Should Hire Me Because … • “I have a great smile.” • “There are no redheads in the company; you should hire one.” • “I’ve been rejected by all the good agencies.” • “I’ve always wanted to work in your building.” • “I can ride my bike to work.” • “I can be an asset to your company softball team.” “A skillfully handled interview is frequently the difference between a successful hiring decision and a costly hiring mistake.” – Max Messmer rhmr.com © 2010 Robert Half Management Resources. An Equal Opportunity Employer.