<p>I know people on here are always giving tips to people who will be interviewing for jobs… but does anyone have any tips for someone doing the interviewing as the interviewer?</p>
<p>My biggest tip is to stop talking - as a novice and possibly nervous interviewer you will be tempted to talk too much - resist that impulse - you want to do the listening and let them do the talking </p>
<p>write your questions out ahead of time, and make a rubric for scoring them. Ask questions that explore areas of work competencies about how interviewee did things in the past, since past behavior is best predictor of future behavior…questions such as “Tell me about an experience you had with an angry customer and how you resolved the issue.” etc</p>
<p>For the first interview we have a set list of questions so we are comparing apples to apples. There are almost always two of us in the interview. I explain the overall company, the other person explains the department and position. Make sure the questions are open ended. One of my biggies that can really take up the entire first interview - what would you say is your most significant professional achievement? And there are tons of follow up questions for that. I also keep a notebook and after they walk out I write a brief synopsis of the person - what stands out to me about them so I can remember later. Trust me, after a day or interviewing you are going to forget the details from person 3 vs person 5. Whatever makes you remember who they are at the end of the day.</p>
<p>For my entry level positions a few candidates come for a half a day - they see the corporate culture, an idea of what a typical day is like, we can see if they seem to pick things up quickly or not. I think it’s a two way street - I don’t want to spend the time training and getting them on board to have them quit quickly because it wasn’t what they thought. Then the third interview is to talk about their day here, answer their questions, we address anything any of us thought of as potential red flags. </p>
<p>I also ask the - tell me about a time you had a difficult customer and how you handled the situation. Another one that can be telling is describe to me the best manager you ever had and the qualities you feel make for a good manager. The ones who describe someone who would take them out for a beer, or who were really chill or were their friends are people who wouldn’t like us. I actually had someone describe what to me sounded like it was someone they were having an affair with - lol </p>
<p>I have a question for those of you who interview candidates. Do you consider the opinions of workers from the department where the new hire will be working? Sometimes a worker will be invited to sit there during the interview, and I know from my experience that workers also make assessments about the candidate based on brief encounters …their appearance, personality, work experience etc. </p>
<p>Thanks everyone. This is my first time doing the interviewing. It’s an internal posting so the people already know the company. I’m sure I’ll be a little nervous but that’s ok I can handle it. </p>
<p>I actually know all of the people that I will be interviewing… which I think may make them more comfortable since I’m a friendly face… but it could make it awkward too. </p>
<p>We have a series of three interviews for them to go through. </p>
<p>Tony, I can’t speak for other companies but that’s actually what I’m doing. I’m a senior person on the team, not the manager. I gave my assessments, helped narrow down the list of people to get an interview, and will be conducting my own interview and having a say in who we pick. </p>
<p>My S1 just went through the post college interviewing process. He says a lot of his friends prepared by googling “glassdoor, interview and the name of a company” fendergirl, it might be interesting to read some of those posts from your vantage point as the interviewer.</p>
<p>Do some research on behavioral interviewing. I have had much success selecting candidates when I use these techniques. Done well it forces people to answer truthfully and specifically about their past roles, and you can get a gauge on how they might handle specific situations based on how they handled past situations. Get them to tell specific stories.</p>
<p>Yeah, we do ask behavioral interviewing questions.</p>
<p>I’ve had my fair share of behavioral interviewing questions asked of me throughout the years… lol… tell me about a time when…</p>
<p>Yes I get input from the people who work in the department. When the candidate does the half day I have someone in the department train them. Then they sit in on the last interview. My employees pretty much know what we need here but it’s also important to hire someone they’ll be okay being around. I have one person who has a nose for drama queens - lol, I also have another one who seems to know everyone under 25 in the county and can quickly find out about the person. If anyone has a red flag - the person isn’t hired. </p>
<p>Conducted some interviews yesterday and have more tomorrow then making our decision.</p>
<p>I selected a couple of behavioral questions from our interview guide and also asked a couple of questions based on the individuals resumes. We recently got bought, so this interview guide was a little different then the interview guide with our old company.</p>
<p>Was definitely interesting! Its amazing how something looks one way on paper, but is something else in actuality. For better or for worse. </p>