Top 10 tips to rocking the interview and hiring the right person! (For the interviewer)

Okay, I’m going to make a bold statement here.  Love it or hate it, interviewing applicants for roles is something most people are just no good at.  But it’s not your fault!

How many of us have been trained to interview?  Unless you are a recruiter, like I was for 15 years.  Yet hiring the right candidate is critical for team cohesiveness as well as, not to put too fine a point on it, the success or failure of you as a manager and sometimes of your company. 

One bad hire can ruin a small company, derail a department, push deadlines back and tarnish valuable relationships with customers or suppliers. Not to mention the considerable stress a wrong hire adds to your life!

I would be a rich woman if I had a cent for every time I debriefed a candidate after interviewing with one of my clients and heard, “oh they were really nice - we had a great chat!” 

Now, there is certainly a case to be made for those informal interview structures, as long as they have a purpose and you know what that purpose is.  But most of the time those same clients simply had those chats because that’s all they really knew how to do.  And in many cases they justified it to themselves by saying things like, “informal interviews get so much more information out of candidates” or “if I give someone enough rope...”

Don’t kid yourself, interviewing is a very precise process that takes preparation.  If you follow these tips you will get sufficient, reliable information to truly make great hiring decisions, ensuring that your goals are met, the company’s goals are met, the teams happy and you don’t leave work every day tearing out your hair.

1. Know what you’re looking for

• Most of the best placements I made over my recruitment career were “a love connection” rather than a “skill set fit”.  You can train skill set, you can’t train culture fit. 
• Hire for culture fit, but first spend some time really looking at what your department or company culture really is.  This takes some thought (and collaboration with your employees and potentially other departments).
• Develop a list of competencies or strengths (I vote for strengths) that fit within that culture.
• Know the difference between a competency (something you’re taught, like how to do a bank reconciliation) vs a strength (something that’s innate like the persistence to follow that bank reconciliation through to the last cent).

2. Be prepared!

• Prepare at least 5 questions in advance based on your list of competencies or strengths and pre-define acceptable answers.
• Use the same pre-prepared questions for each candidate so you can compare apples with apples.
• Spend 10 - 15 minutes minimum reviewing the candidate’s resume prior to the interview (i.e. do not grab it from the printer and read it in the hallway as you’re walking to the interview room).
• Prepare additional questions based on the candidate’s background. 

3. Be skeptical and look for red flags

• Statistics show that 25% of all applicants have major or minor embellishments on their resumes.  Look for them.
• Read their resume like a story
  • Do they have any gaps?
  • How stable has their job history been (too long in one role?  moved around a lot?)
  • Have they been promoted or given additional responsibilities in the companies they’ve previously worked in?
  • What are the cultures of the companies they’ve worked for previously?  Are they a small company candidate interviewing for a large company role or vice versa?  Are they used to more autonomy than you’re willing to give?  Or less?  Either could be a problem.
• Look for any red flags or problem areas.  Where might they not fit?  What will they need from me and can I deliver?  Is this job above or below their skillset and how would I manage that?
• Look for problem areas and have them address those areas to your satisfaction instead of what most interviewers do: try to make them fit because they really like them.

4. Don’t mistake liking someone personally for being a culture fit for your team

• Enough said

5. Ask questions that will illicit detailed, truthful information

• This is called “Behavioural Based” or “Competency Based” interviewing techniques.  If you don’t know how to do this get trained.  But basically you want to ask them for specific examples from their past where they (fill in the blank).  Don’t let them off the hook by letting them tell you what they WOULD do instead of what they DID do.  Unlike the share market, past performance IS indicative of future results. 

6. Reference check to verify answers (see “Be skeptical” above)

7. Let them ask questions - and then listen to what they asked and how they asked it

• You can find out as much or more information by what they ask you than by how they answer your questions.

8. Understand what drives potential applicants that will apply for your role and be able to articulate how your company meets those needs.

• Different generations want different things, understand generational differences.
• Accountants typically look for different things from an employer than a field sales person.

9. Make sure all people interviewing are reading from the same page

• Nothing can turn a candidate off more than getting different answers to the same question from different people.

10. When you find what you’re looking for offer it a job

• I’ve seen entire companies staff up with sub standard employees simply because their interview process, although designed to make sure they hired the very best, turned the best and brightest off because they moved to slowly or were too cumbersome in their processes.

The job market is turning again (especially in my home country of Australia) and we are still in the midst of a 30 year labour shortage first predicted by McKinsey Consulting in 1997.  It will once again become (if it hasn’t already where you live) a candidate’s market.  These interview tips will help you recruit the best and brightest, but there is no substitute for practice.  Many good recruiters will train individual managers as well as whole teams free of charge (after all, it’s in their best interest to do so).  If you are currently not working with an recruiter you trust or think is doing a good job then find yourself a good “Staff Retention Strategist”.  It just so happens I know a good one I could refer you too.  :)

Happy talent hunting!

For more strategies on attracting and retaining critical people please join me for my free webinar.

7 great tips for rocking the interview and getting the right job (for the interviewee)

Interviewing is one of the most stressful activities imaginable for most people.  One of my clients actually moved to mainland China because she hates interviewing so much that she has a habit of taking the first job offered to her.  She became a client after realising how much she hated living in China and that she needed help feeling more confident with interviewing skills.

Most people don’t feel confident because they are not adequately prepared.  Here are some easy tips to help you become more prepared and to nail every interview you go to.

1. Research the company

• What does the company do?  What are their major products and services?
• Who are their competitors?
• What opportunities and challenges are ahead of them (and how you can help)?
• What is the press is saying about them (a quick Google search or search in your local paper can tell you that).
• What is the “word on the street” about them?
• What is their financial position?

2. Research the interviewer

• Do you know someone who works in the company?  Find out what you can about the interviewer and drop little hints throughout the conversation that shows you’ve done your research.
• Look them up on Linkedin to familiarise yourself with their background.
• See what Google has to say.
• Look at their Facebook account (if it’s public).

3. Know how to answer their questions

• Statistics show that people who “win” interviews take between 30 seconds to 2 minutes to answer a question.  Anything less than 30 seconds is not thorough enough, anything more - you’re waffling - no matter how interesting you might think you are, an interviewer loses attention (and patience) after about 2 minutes.
• Prepare your answers in advance.  Get a list of Behavioral Based Interviewing questions from the Web (there are loads out there and most interviewers don’t put a lot of thought into their questions so you’ll find 80% of what they will ask you from one of these lists of questions), choose 10 questions that you might ask if you were interviewing you for the role and write out your answers. 
• It’s very important to write your answers out so you can recite the details comfortably in a stressful situation.
• It’s also important to answer these questions with real, live examples of what you’ve done in the past and not what you would do.
• Know your strengths and your weaknesses and don’t try to spin your weaknesses into strengths.  There is nothing worse than drawing a blank to this question.  It’s one of the most common questions asked and being unprepared for it demonstrates a total lack of preparedness.
• Don’t try to spin your weaknesses into strengths.  Very few people do this well, it’s trite and inauthentic.  After all, everyone has weaknesses, no one is perfect. 

4. Know how to ask your own questions

• Companies find out as much or more about you by the questions you ask them than by how well you answer theirs.
• Challenge yourself to ask questions no one else may have thought about.  Business related, thought provoking questions.  Pre prepare based on your research.
• Ask the interviewer about their background, people love to talk about themselves.  It may also give you insight into the company culture.
• Determine the qualities you want in a boss and ask them questions about how they would handle situations.  Interviewing is a 2 way conversation.

5. Don’t let nerves get the best of you!

• Prepare the night before so you know what to wear, where you are going and where your notes are.
• Make sure you’ve got the name(s) (spelled correctly!) of the people you’re meeting!
• Show up early!
• Make sure you ask for a glass of water (don’t bring your own bottle) so that you can stall or pause as you’re structuring your answers!

6. Make a great first impression

• With a great smile, direct gaze and firm handshake.

7. Follow up

• Ask for the job (even if you don’t want it, you can always turn it down later!)
• Send both Email and Snail mail thank you notes.
• Give detailed feedback to your recruiter including positives, negatives, your interest on a scale of 1 - 10 and how the opportunity compares to any others you may have in the pipeline.
• Follow up with the company 1 day after they tell you when they will make their decision or take the next step.

If you follow all of these steps I promise you’ll never be nervous again and you’ll have much greater success moving through the process and securing those offers!

Interested in more job search strategies?

Job Search 101

Using robust and multiple job search strategies will make all the difference in how long you look for a new job, especially if you are unemployed.

The third step in the Critical Path to Career Management is “Mastering Your Skills”.  These skills actually fall into 3 different categories; Career Management Skills (what the Critical Path is all about), Job Search Skills (taking control of your job search not not relying exclusively on recruiters) and the 4 Critical, Non Technical skills essential for every business person regardless of function.  

I will talk about the 4 Critical, Non Technical Skills in my next post, but today I’d like to talk about job search skills.

Many people, especially in Australia and New Zealand rely on recruiters to find them a job.  They believe that recruiters will act as their talent agents and simply sit back, letting others control their job search.Using robust and multiple job search strategies will make all the difference in how long you look for a new job, especially if you are unemployed.

This approach is extremely problematic! Why? Think about who actually pays recruiters? The client company. Their service is free to you, the candidate. This distinction is subtle, but very very important. Recruiters are paid to find talent to fill roles. They are not paid to find roles for candidates. The best recruiters do act as a quasi talent agent for the best candidates, certainly. But it’s a little known secret that even the best recruiters can only place 1 in 8 to 1 in 10 candidates. Many roles are filled through the company’s own network before they ever hit a recruiter’s desk.

Job search preparation

So, what other strategies can you use to find a new job? Plenty! But first need to develop a couple of tools.

The most important tool in this process is your “Value Statement”. This is your 30 second elevator pitch that not only helps you remember and articulate the value that you can add to a prospective employer, it changes your mindset from one of, “Please Mr. Employer give me a job” to “You are one of several people I’m talking to in the market place. I’m here to see if there is any synergy between what you are looking for and what I have to offer.” See my previous post on how to develop a Value Statement.

Incredible mind set shift and one that has led to more than one of my previous clients successfully finding work quickly after struggling for months (and in one case years).

The second tool you need is an achievement based resume. Statistics show that the best of resumes are only read for 15 seconds. Don’t take any chances with yours! Download my free resume format. I’ve had many many people tell me that they started getting calls for interviews within hours after submitting their resume using my format, even if they hadn’t been called for months previously. It works.

Job search strategies

So, you’ve got a great value statement and a killer resume. You’re now ready to go out and find your next job. What’s next?

Certainly, work with recruiters. Good ones are worth their weight in gold. But make sure they do never send your resume out without your prior permission.

But in addition to recruiters you need to be prepared to market yourself online, use your own network of contacts and approach companies directly.

Online marketing

I LOVE social media. It’s such a great tool! And you can use it to find your next job. If you’re not on Linkedin sign up today. It’s interviewing while you sleep. There are lots of resources available to help you set up a profile and make sure people find you. Google them. I’ve also got a free PDF with top level bullet points on the Career / Job Search Tools tab above.

But Linkedin isn’t the only online job search tool. Almost every job site has a resume database. Make sure your resume is online. There are also several independent resume databases coming online now. Google them and get listed.

Use Twitter. Here are a couple of really good articles on this:
http://www.loveforbiz.com/using-twitter-for-business-networking-and-even-finding-a-job
http://mashable.com/2009/03/13/twitter-jobs/
http://www.time.com/time/business/article/0,8599,1903083,00.html

Take the direct approach

Make a target list of companies that you want to work for that have the types of roles that you want to do.

Monitor their websites regularly to look for open jobs and apply immediately.

• Make a list of absolutely everyone you know in your local area.
• Former supervisors
• Former subordinates
• Former Peers
• Former classmates
• Friends
• People from your church, child's school or other community organisations that you are involved in
• Acquaintances

Cross reference the two lists above. Who do you know that can make introductions to people within the companies on your target list? Develop a calling plan and start to contact them.

Call the other people on your list to find out who they might know that they can introduce you to who will help you find a job.

Network, network, network

Where do the hiring managers who hire for your roles hang out? Are there any groups or organisations that they may join? If so attend their meetings. Better yet, get involved in their organisations to develop deeper relationships with people of influence.

Treat finding a job like having a job

If you are unemployed it’s extremely important to have discipline around this area. Go to "work" every day; keep regular office hours, set aside some place in your house just for "work", dress like you're going to the office.

And finally, treat your job search like a project with KPI's; set a goal for a certain number of outbound phone calls, coffee catch ups, roles applied for, etc. Then manage yourself to achieve those goals and reward yourself when you do.

Order business cards with your contact details on one side and the types of jobs you are searching for on the other.

Keep mentally fit

And finally, keep mentally fit. You will project what you feel in an interview so make sure you feel great! One of the most fun and effective tools I use with my clients is to create an “I Rock!” file. A physical file of evidence reminding themselves that they do rock! Cards, notes, letters, or maybe just memories. All kept in once place and frequently referred to. It's actually my "Tool of the Week" this week.

If you follow these steps rigorously I guarantee that you won’t be unemployed for long.