We have been invited by the HR of companies, large and small, public and private, to help evaluate and select their key people. From the resulting years of trial and error, we developed an almost fail-safe method for predicting behavior, which works for hiring all levels of employees, from entry-level staff to company presidents.
Preinterview Strategies: Most interviewees prepare their strategy in advance for what, inevitably, is a predictable series of interview steps. The candidates can prepare an excellent resume. And should. The candidates can anticipate questions and practice their answers. And should. The company can and should prepare by rethinking the job and redefining the position, including the critical skills and ideal person necessary to perform the job.
Give an Assignment Before the Interview : Ask the candidate to visit one of your stores, plants, campuses, or offices or your Web page before the interview. Then ask for the candidate’s observations.
Read Resumes in Teams : It’s helpful–and faster–to read the top candidates’ resumes in teams of three to five people. Teams that work well together are more accurate and insightful about potential employees than individuals are.
Questions at Once: As the official interview commences, as the starter’s gun cracks and the race begins, ask all questions at once. That’s right. Put all your initial questions on the table up front.