Finding the Right People - an Impossible Task?
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by Dave Garrett
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Situation: You need to staff up again, but are dreading the whole interview process...
We go through it here at gantthead fairly frequently. We need more people, go through a fairly frustrating process of hopeful anticipation (after a successful resume review and screening), mild disappointment (post interviews), confusion (picking between multiple candidates, none of whom seem perfect), then finger crossing (hoping the choice we made was the right one). We have a fantastic team here - the best. However, we only get it right half of the time when we try to add to it.
We've gotten better at interviewing, but I wonder if its ever possible to really uncover what's real in the process. I thought about this when reading How to Catch a Liar on Forbes.com. I really liked this article BTW, which gives you a top ten list in pictures - things that go way beyond blink rates to the "Tricky Tilt" or "Heavy Hands". At any rate, one of the recommendations in the article, was to look at the Reid Technique for interviewing which seems like it would be a fun way to spend a day. A lot of what they do is grounded in police-style interrogations, so maybe I could learn to interview like Stabler on Law & Order SVU.
I personally like to ask for examples a lot. "Tell us about a time when you... [insert desired behavior here]" I also like to ask people things like, "What is the one thing you are most proud of doing over the entire course of your career?" or "Tell us about a time when you were particularly creative in developing a solution to a problem - or just creative in general." Maybe I just like to hear stories more than most people. I know its important to me that the person being interviewed does most of the talking.
What are your favorite interview questions and why do they work?
Posted on: April 09, 2008 10:35 AM |
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Comments (4)
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Michael Wood
Project Manager / Business Analyst / Business Process Improvement Guru| Independent Contractor
Gig Harbor, Wa, United States
When I am interviewing, I am really looking for a fit on the chemistry and interpersonal levels. I don't believe in group interviews or passing a candidate to my staff so they can vote. As the leader of my group I am paid to have superior judgment and that flows into hand picking the best matches for my organization. They wouldn't have made it to the interview process had their qualifications not been top notch so now its a question about the person. Can they think on their feet? How do they handle abstract scenarios? What feelings and emotions might they evoke in others? Are they easy to work with? These are the kinds of questions I am trying to answer about them. To do that I engage in conversations that are not about work. I ask them to tell me stories about somewhere they have been, recount experiences, etc. The whole time I am trying to gain insights as to the character of the person and how well they would be accepted in the culture of the organization.
My best hires have gone on to become successful executives and many remain good friends years past the days we worked together.
Mark Hipwell
Sr. Project Manager| Jaguar Land Rover
Ashby De La Zouch, Leicestershire, United Kingdom
I like to include questions that there is never any chance of being prepared for, and consequently you'll get an answer that they've had to think of, right there and then, in front of you. How they respond, in terms of asking you to repeat the question several times, how quickly they feel they have to say something ... anything! All these things give you an insight as to who they are as a human being. "What do you think is the best job in the world ... and why" is always a good one.
Dave McMillin
Sr. Project Manager| TEKsystems
Washington, Il, United States
I use the STAR method when interviewing. Start by asking for the Situation or Task, then the Action YOU took (not the team) and then the Result. Real World situations give a good indication of what they have been through, whether successful or unsuccessful. If they can admit to mistakes and have learned something from them that is a plus. The questions hit many different areas: teamwork, leadership, analysis, communication, etc. I look for business situations but anything that they have done (church groups, nonprofit work, kids sports team, family, friends, ..) can be a good example.
glen hoffherr
Training Development| csc
Amissville, Va, United States
I use the following five steps
1. Gain knowledge of the specific skills required by the candidate’s applied position (job description)
2. Define skills by behaviors required in the job (technical, managerial, etc.)
3. Create a structured interview that contains questions that refer to the job-related skills (relevant)
4. Conduct the interview in a way that will help the candidate describe job-related, past experiences
I usually add one or two unexpected questions such as "which do you prefer, what or how" just to see how the applicant handles the unexpected and they type of clarifying questions they come up with.
5. Objectively rate current and past behavior to determine how the candidate’s skills match the job requirements
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