Great interview skills are an amazing asset you can have in your arsenal of skill sets; this is because people are an important asset and you cannot afford to hire anyone less than the best!
There should be 3 components of an interview process:
I remember someone said, “I never hire someone I haven’t interviewed.” Yes. This is how important interviews are.
If you get someone who is either not committed, lazy or has an attitude problem, you’re going through a whole lot of trouble during the person’s term in your office! That might be a period of 1-2 years or even more!
I’ve experienced that before during my term as President of my organization. It’s called: living with your mistakes!
Imagine, if you had great interview skills, you can avoid all that! 2 hours of having a proper sit-down face-to-face interview will help you thoroughly evaluate whether a person is appropriate and worthy for the job!
Three Stages of an Interview Process
Testing the Person’s Eligibility
• Ask yourself, what is the requirement of the job?
Your questions must be purposeful and focused. Through your questions, you must be able to sift out the information above.
This is to help you make a more informed decision and manage your expectations if you so choose to hire this person. And speaking of expectations, the second stage of the interview is…
Then, seek the person’s agreement and understanding on the job description.
I cannot emphasize how important this section is; I have recruited people either without telling interviewing them or telling them about the job description. And I have regretted it.
Spend more time on specifying your job objectives as clearly and as precise as possible and articulate it well to the person that could potentially be part of your team.
You’ll find that you’ll save hours and hours of headache just by doing your homework before you choose to recruit that person.
You don’t need robots in your organization; you need to find passionate people who are willing to put themselves on the line for an organization, and for that you need someone who’s in it not just for the money.
A simple question should do the job: Ask the person the reason he’s applying for the job and probe a little into it find out if the person is really telling the truth.
Most of the time, people will tell you that they want to learn and they’re passionate about this job they’re apply for. It takes some level of discernment to know if the person really means what he says.
Articles on Leadership Skills
Time Management: Five simple steps for ultimate time management
Writing Skills: Influencing with the written word
Interview Skills: The essential components of an interview process
Public Speaking Skills: Managing the fear of speaking
Assertiveness Skills: Learning to speak your mind
Networking Skills: Building your people network
Organization Skills: Getting Your Life in Order
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