Why do people come across well in an interview and then not perform when in the role? Do you actually know the right questions to ask a candidate? How well have you actually prepared for the interview?
Like anything in life or business, success comes from being well prepared. When you are hiring candidates for any role in your business being well prepared for the interview is critical. What I advocate is that you prepare your self to conduct a full behavioral interview. To do this properly, the candidate needs to complete a behavioral assessment before the interview. Then the key step is to use that behavioral information to design an interview agenda. This will then mean you have written down the specific behavioral questions you want to ask knowing their innate strengths and struggles. As a result you will have a much better capability to discover the candidate's true talents and get a better prediction of how they will perform over the long term.
What this type of interviewing means is that there will be different questions for each candidate depending on their behavioral style. This is why I have written a "Hiring for Talent" Powerful Questions book so that there is a readily accessible pool of behavioral questions to ask. To learn more go to www.hiringfortalent.com.
I have found that by staying focused on the behavioral questions you will get beyond the party manners which are on show during the interview and the sales talk. I will emphasize it is crucial that you get below the surface to the key performance issues. If you are not well prepared to ask your questions, then all you have had is a nice conversation and the truth has not been revealed.
If you are a candidate you should also get yourself ready to be asked these behavioral questions and also ask them of the prospective employer. For more information go to www.gettinghiredtips.com.
Wednesday, July 30, 2008
Subscribe to:
Posts (Atom)
