better interviews produce better results
Over many years and thousands of interviews and successful placements, we've learned how to manage the interview process to best match great companies to the right candidates. Here's how:
Use your business skills You know how to manage your core business; those same skills bring success to the interviewing process.
- Everyone who needs to approve the candidate should be involved from start to finish, so get all the decision makers involved early.
- Establish important job and performance criteria up front, including a timely hire date, so that both your organization and the candidate know what to expect.
- Plan your interviews carefully so they're productive. Prioritize the most important duties for the position, and then design questions that qualify the candidates who best meet those priorities.
- Finally, don't let a great candidate slip away by allowing the interview process to drag on.
Use your people skills Remember, your technical work won't be performed by a resume; it will be performed by a technical professional who works well within your corporate culture.
- Ask about the candidate's successes and failures, people skills and problem-solving techniques.
- Evaluate personality and attitude to identify the best technical professional to work in your company with your people.
- Make sure the candidate understands everything exciting and rewarding about the position and the professional challenges and opportunities it brings.
Evaluate and make decisions Write down your impressions and judgments about each candidate right after each interview.
- A written record is especially important after multiple interviews, so your impressions of candidates don't weaken or blur.
- When you identify the candidate who meets your needs, stop searching and confirm a start date - for two reasons: The best candidates move fast, and The Waterstone Group Guarantee protects you from a bad hire.