management - News - ssbsavannah2024-03-29T09:48:18Zhttps://ssbsavannah.ning.com/news/feed/tag/managementInterviewing to Get The Information You Really Needhttps://ssbsavannah.ning.com/news/interviewing-to-get-the-information-you-really-need2021-05-05T17:56:23.000Z2021-05-05T17:56:23.000ZNetworkhttps://ssbsavannah.ning.com/members/network<div><img src="https://storage.ning.com/topology/rest/1.0/file/get/8895975671?profile=RESIZE_400x&width=400"></div><div><p style="color:#000000;font-family:'Times New Roman';font-size:medium;font-style:normal;font-weight:400;letter-spacing:normal;text-indent:0px;text-transform:none;white-space:normal;word-spacing:0px;background-color:#ffffff;" align="left"><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">When you consider how much it costs to hire someone for your business today, you realize just how important the candidate interview is. But what you also need to realize is that many job applicants are more experienced with the interviewing process than are the interviewers themselves, and this means you have to work hard at constantly improving your interviewing skill.</span></p>
<p style="color:#000000;font-family:'Times New Roman';font-size:medium;font-style:normal;font-weight:400;letter-spacing:normal;text-indent:0px;text-transform:none;white-space:normal;word-spacing:0px;background-color:#ffffff;" align="left"><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;"><strong>Dos and Don'ts That Make a Difference</strong><br /> </span></p>
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<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Do prepare thoroughly - list all your questions in advance.<br /> </span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Do limit the actual interview session to a maximum of one and a half hours.<br /> </span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Do arrange for the interview in a quiet location, allow no interruptions, and use a table rather than a desk.<br /> </span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Do keep your talking to a minimum - your role is to ask questions and listen.<br /> </span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Do not convey your personal feelings or opinions to your candidates.<br /> </span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Do take detailed notes, and include actual quotations whenever you can.<br /> </span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Do confirm the essential qualifications of a candidate prior to the interview.<br /> </span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Do develop questions to elicit information about behaviors, expectations, and work environment factors</span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Don’t use questions that can be answered by a "Yes" or "No", questions that lead the candidate to say what you want to hear, or questions that are meaningless (for example, "Why did you become an engineer?").<br /> </span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Do use open-ended questions that elicit feelings as well as facts, and which allow the candidate to structure the answer.</span></li>
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<p style="color:#000000;font-family:'Times New Roman';font-size:medium;font-style:normal;font-weight:400;letter-spacing:normal;text-indent:0px;text-transform:none;white-space:normal;word-spacing:0px;background-color:#ffffff;" align="left"><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;"><strong>Try To Avoid These<br /> </strong></span></p>
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<li><strong><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Drawing Inferences</span></strong><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;"> - arriving at conclusions not justified by the facts.<br /> </span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;"><strong>First Impression</strong> - sticking to judgments made in the first few minutes.<br /> </span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;"><strong>Halo Effect</strong> - allowing one characteristic or observation to unduly influence your impression.<br /> </span></li>
<li><strong><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Verbal Skil</span></strong><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">l - assuming that polished verbal ability means more than just that, for example sales ability or the ability to present to groups.</span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;"><strong>Stereotyping</strong> - assigning some class, cultural, sex, or group stereotype to a candidate.</span></li>
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<p style="color:#000000;font-family:'Times New Roman';font-size:medium;font-style:normal;font-weight:400;letter-spacing:normal;text-indent:0px;text-transform:none;white-space:normal;word-spacing:0px;background-color:#ffffff;" align="left"><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;"><strong><a href="{{#staticFileLink}}8895983486,RESIZE_584x{{/staticFileLink}}"><img class="align-right" style="padding:10px;" src="{{#staticFileLink}}8895983486,RESIZE_400x{{/staticFileLink}}" width="350" alt="8895983486?profile=RESIZE_400x" /></a>Using Behaviorally-Based Interview Questions</strong></span></p>
<p><span style="color:#000000;font-style:normal;font-weight:400;letter-spacing:normal;text-indent:0px;text-transform:none;white-space:normal;word-spacing:0px;background-color:#ffffff;font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">A behaviorally-based question is one intended to help the interviewer understand how a person has actually handled a certain situation, activity, or responsibility within a fairly recent time frame. The underlying concept is that recent past behaviors are good predictors of future behaviors.</span></p>
<p style="color:#000000;font-family:'Times New Roman';font-size:medium;font-style:normal;font-weight:400;letter-spacing:normal;text-indent:0px;text-transform:none;white-space:normal;word-spacing:0px;background-color:#ffffff;" align="left"><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">In any interview, somewhere between four and seven behaviorally-based questions are easily sufficient, and they should be directed toward the most important job activities. Some example of this question format are:</span></p>
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<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Occasionally we have to deal with difficult people. What is the most difficult situation with an employee reporting to you that you have had to respond to during the past two years? Please describe the situation, why it was difficult, and the action you took.<br /> </span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Please tell me about a situation in your most recent job which you fell best describes your ability to lead other people.<br /> </span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Sometimes teamwork requires us to make compromises we don’t really like to make. Using an example from either your present or past position, please tell me how you responded to such a situation?<br /> </span></li>
<li><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">Please describe for me a fairly recent situation where you have had to discipline an employee. What were the circumstances, what actions did you take to handle the situation, and what was the outcome?</span></li>
</ol>
<p style="color:#000000;font-family:'Times New Roman';font-size:medium;font-style:normal;font-weight:400;letter-spacing:normal;text-indent:0px;text-transform:none;white-space:normal;word-spacing:0px;background-color:#ffffff;" align="left"><span style="font-family:Verdana, Arial, Helvetica, sans-serif;font-size:small;">The key to using questions like these knows what you are looking for. What are the appropriate behaviors and actions in each situation? It is very important to identify the desirable behaviors in advance, and experience shows that a group session can be very productive at developing both the questions and some assessment or rating of the various responses.</span></p></div>