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Free Human Resource Information
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You An Effective Interviewer? |
"Of course I am!" you say. You thoroughly review a candidate's education and
work history, carefully check references, and then, together, go over the job description
for the new position. It's that simple!
No, it isn't. Interviewing should involve much more than that. At its best,
interviewing is a process of mutual discovery that begins with the first meeting and
continues throughout the employee's career with you. It forms an integral role in the
decisions you make about hiring, promoting, setting goals, assigning responsibilities, and
recognizing achievements. Ultimately, your interviewing technique establishes the pattern
for how you communicate with your staff.
Over the years, I have accumulated substantial interviewing experience, both for our
own company and for clients. As with any system of communication, interviewing is complex
and many-faceted. Nevertheless, I have observed that some general rules apply that work
better than others. I would like to share with you one very successful strategy.
Before hiring or promoting any person, ask yourself these three questions:
- Is he/she interested in this position?
- Is he/she capable of handling this position?
- Are his/her commitment and core beliefs in alignment with yours?
If you can confidently answer "yes" to all three questions, then whether you
should hire or promote the person solely on one final issue: How you "feel"
about the person. This is totally subjective. No one can tell you how you should feel
about anyone else.
I hope to have stimulated your thinking about the significance of interviewing in
hiring, promoting, and meeting with your staff to handle day-to-day assignments. I'd like
you to consider this an invitation to work with us more closely to sharpen your
interviewing skills.
Also check out
"The One-Hour Interview."
Register
now and receive one free call (or email) to our HR Hotline to discuss your
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