The 90-Second Interview
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1. Conduct online aptitude or skills tests prior to scheduling interviews to quickly evaluate candidates' minimum qualifications without needing them to visit the office. 2. Prepare for interviews by having the job description available for reference and writing out a standard set of relevant questions in advance to ask all candidates and compare them consistently. 3. Observe candidates' nonverbal signals, ask behavioral and hypothetical questions to test their abilities, and inquire about their long-term career goals to evaluate motivation and fit for the role and company culture.
The 90-Second Interview
- 1. Havecandidatescompleteanaptitudeorskillstestpriortoschedulinginterviews.Onlineservicesallowyoutodothisquicklyand easily,withoutbringingcandidatestoyourofficeorspendingtimewithcandidateswhocan’tmeetyourminimumrequirements. 1 Aptitudeorskillstest Printthejobdescriptionandkeepitnexttoyouduringtheinterview.Thiswillkeepyoufocused,allowingyoutoeasilycompare thecandidate’sresumewithyourspecicneedsandaskquestionsthatdirectlyrelatetotheposition. 2 Printthejobdescription Askingthesamequestionstoallcandidatesallowsyoutocompareapplestoapples.Havingthemwrittendownguaranteesyou’ll remembertoaskallnecessaryquestionssoyouwon’twastetimeonfollow-upphonecallsoremails.Itwillalsofacilitatethe interviewprocessifyouareunabletoconductaninterviewandacolleagueneedstostepin. 3 Prepareasetofrelevantquestionsinadvance Askbehavioralquestionsandpose“what-if”scenariosinordertotestanapplicant'sabilitytohandletypicalsituationstheywould encounterintheposition.Includeanunexpected,challenging,orthought-provokingquestioninordertogaugetheirabilityto workunderpressure.Aboveall,askopen-endedquestionsthatrequireexamplesorexplanation–don’tletacandidategetaway withasimple“yes-no”response. 4 Askbehavioralquestions Observeacandidate’snonverbalsignalsduringtheinterview.Badposture,lackofeyecontact,ortoomuch dgetingcanallbe indicationsofacandidate’slackofcondence,interpersonalskills,oractualinterestintheposition.Whatyouseeinfrontofyou isprobablewhatyou’llseeifthey’rehired. 5 Observeacandidate’snonverbalsignals Aretheylookingtolearnandgrow?Dotheyseethispositionasasteppingstonetosomething“better”?Doestheircareerplan (orlackthereof)twithyourneedsandcompanyculture?Thereisnouniversalrightorwronganswertosuchquestions,onlya considerationofhowtheirplansmeshwithyourneeds. 6 Askcandidateswheretheyseethemselvesinafewyears It’stimeconsuming,butitallowsyoutoreevaluate rstimpressions,includecolleaguesintheprocess,andassessanapplicant’s motivationinsecuringtheposition.Italsoallowsyoutotidyupanylooseendsifyou’veneglectedtofollowtip#3! 7 Conductmorethanoneroundofinterviews Assessthecandidate’spassionforthe eldandmotivationtoworkforyourcompany.Thesearekeyfactorsforsuccessonthejob andlongevitywithyourcompany.Investedcandidateswillbeself-motivatedtoseekoutlearningandtrainingopportunities,and willhavetakenthetimetoresearchyourcompanyinordertohaveanactualdialogwithyouduringtheinterview. 8 Assessthecandidate’spassionforthefield Justlikecandidatesdotheirhomeworkbeforetheinterviewtolearnaboutyourcompany,trylearningabitaboutthem by lookingattheirpagesonsocialmediasiteslikeLinkedIn,Twitter,orFacebook.You’llgetideasforadditionalinterviewquestions, aswellasasenseofthecandidate’spersonalityandhowitmay twithyourexistingofficeculture.Butkeepanopenmind-how candidatesbehaveorportraythemselvesintheirpersonallivesisnotnecessarilyanindicationofhowtheywillperformonthejob. 9 Trylearningabitaboutthem Finally,checkreferencesforallnal-roundcandidates.Sadly,toomanyprospectiveemployersseethisasawasteoftimeand neglectthisstep.Previousemployershavereal-lifeexperiencewithcandidates,andwhattheychoosenottosaycanbejustas informativeaswhattheydosay.Consistentresponsesacrossacandidate’sreferencesshouldhelpyoubuildasolidpictureofthe candidate.Inconsistentresponsescanopennewlinesofquestioninginthenextinterview,ordisqualifyacandidatecompletely. 10 Checkreferences Canyouconductaproperinterviewin90seconds?Probablynot.But,inasurveyof 2000bossesconductedbyClassicsandCareers,athirdofrespondents(33%)said thatwithinthefirst90secondsofaninterviewtheyknewwhetherornottheywould hirethecandidate!Nowconsiderthis:Theaverageinterviewlastsapproximately40 minutes! Theanswertoathoroughyetefficientinterviewliessomewherebetweenthesetwoextremes.Howdoyouquicklyand accuratelygaugeanapplicant’sskills,qualifications,fitwithcompanyculture,andpotentialforsuccess? Herearethetoptipstoconsiderwhenstructuringaninterviewprocessthatmeetstheneedsofbothyouandyour candidates. The90-SecondInterview... www.TestUP.com TheOnlinePre-EmploymentTestingSolution