Interviewing:What to Look Out For, What to Ask

What to Look Out for in an Interview

Before the Interview:

• Set a specific time and place for the interview and give clear directions.
• Understand the job description of the position for which you are interviewing candidates for.
• Pay attention to the candidate(s) promptness. Late arrival for a job interview is never excusable.
• Be sure that the candidate is dressed professionally (i.e. proper business attire).
• Verify that the applicant has filled out the application neatly and completely.
• Be sure the candidate speaks slowly and clearly and that they do not rush their answers.

During the Interview: Make sure they want you:

• Is the candidate asking questions to show interest in your Company and the position?
• Is candidate interested in the position? Did they close the door on an opportunity.
• Is the candidate alert and interested at all times and looking you in the eye?
• Is candidate relaxed and showing a positive attitude. Does candidate give the appearance of energy as they walk.

Watch out for these warning signs:

• Poor presentation.
• Lack of a firm handshake.
• Being unprepared for the interview, i.e. little or no knowledge of you or the company.
• Poor expression of thoughts, including incorrect grammar.
• Not asking questions about the job.
• "Superiority complexes" and "know it all" attitudes.
• Indifference or lack of enthusiasm.
• Being evasive, nervous and lacking in confidence.
• Lack of career direction - undefined goals or purposes.
• Candidate is too interested in compensation factors.
• Overaggressive, overbearing or conceited behavior.
• Speaking unfavorably of previous employers.
• Lack of courtesy and maturity.
• No appreciation for the value of experience.
• Not looking the interviewer in the eye.

After the Interview

Closing the Interview:

• If candidate is interested in the position, did they ask for it or ask for the next interview. Did they say something like: "Mr./Ms. Employer, I am very impressed with what I've seen and heard here today and am confident that I could do an excellent job in the position you've described to me. When might you be in a position to make an offer?" Their enthusiasm should make a favorable impression.
• Thank the interviewee for his or her time and consideration of the position. Has candidate answered two major questions: a) Why are they are interested in your company?; and b) What they can offer?

After the interview:

• Has candidate sent you a thank you letter?

What to Ask

1. Ask for a Chronological Outline of Career and Education Ask candidate to break down their life into "segments" (i.e. university, first job, second job, etc.). For each segment, ask:
   A. Why they went into the program or job;
   B. What they did when you were there; and
   C. Why they left.

   The chronology should flow logically and bring you to their present day. You should then ask where they want to be in the short and long term and why it makes sense based on where they've been according to their chronology. Also, ask the reasons they would be appropriate for the job they are interviewing for and why they are interested in the position.
   
   

2. Strengths and Weaknesses
   Strengths: Ask candidate to write down 3 technical and 3 non-technical personal strengths. For each strength, ask for something external that proves the strength is also perceived by others as strength, i.e. they received a bonus in recognition, there were some savings achieved, they completed the implementation of a system, they met objectives, it was noted on their performance evaluation.
   
   Weaknesses:The area of weaknesses is difficult. The way to ask any question about their weaknesses is to either ask them to:
   A. Describe a weakness or area for development that they have worked on and have now overcome; or
   B. Describe a characteristic that could be perceived as either a strength or a weakness.
   
   
3. Questions You Should Ask
   • What do you know about our company?
   • Why do you want to work here?
   • Why are you looking to change positions?
   • What are your strengths and weaknesses?
   • What do like most and least about your current position (or supervisor)?
   • Where do you see yourself in 5 years?
   • What are the best and worst things your boss would say about you?
   • Name 5 adjectives that would best describe you.
   • What are your concerns in your current situation and what would you improve?
   • How have you changed or improved the nature of your job?
   • Why should we hire you?
   • What can you do for us that someone else can't?
   • Why did you choose this particular vocation?
   • What contributions to profits have you made in your present or former positions to justify your salary level there?
   • What do you think determines a person's progress in a good company?
   • Behavioral questions: i.e. Tell me about the time that you were most successful in dealing with a difficult client? or Give me an example of a time when you had to get something accomplished with someone whom is a bit more difficult to get along with.
   • How much money do you want?
   • Tell me about yourself.
   • What are some situations in which your work was criticized?
   • What do you think of your boss?
   • How long would it take you to make a meaningful contribution to our company?
   • Why haven't you found a new position before now?
   • Why were you laid off?
   • Why should we hire you? or Are you interested in this job?
     
     Conversely, be prepared to answer their questions. Some sample questions are:
     
     
   • Could you tell me about the growth plans and goals for the company/department/division?
   • What needs to be accomplished in this position in the next 6-12 months?
   • What skills are important to be successful in this position?
   • Why did you join this company?
   • What types of systems do you use throughout the company/department/division?
   • Why is the position available?
   • What made the previous persons in this position successful/unsuccessful?
   • To where have successful people in this position advanced?
   • What criteria will my supervisor use for my performance evaluation and how frequently, and in what manner, will my supervisor and I meet?
   • How do you (the supervisor) like to operate in terms of assignments, delegation of responsibility and authority, general operating style, etc.?
   • What long and short term problems and opportunities do you think my prospective area faces?
   • With whom will I be interacting most frequently and what are their responsibilities and the nature of our interaction?
   • What particular things about my background, experience and style interest you?
   • What experience, training, attributes, operating style, accomplishments and personality factors should the "ideal" candidate for the job have?
   • Is there anything in my background or experience to prevent you from considering me as a viable candidate?
   • What else can I do to get a job offer from your company?
   • What is the time frame for making a decision on this position?

A word about testing:
Too few employers use skills testing in their pre-hire process. For most jobs,employers should consider some form of skills testing:

• Bookkeeping tests
• Word-processing tests
• Computer program tests
• Problem solving tests
• Knowledge tests

Schools, book stores and computer stores are all good places to check for many of these tests. Employers may also make up their own tests to determine if the applicants have the knowledge and skill that they claim to have.

Based upon an article by:
Van A. Thaxton, MS, is a human resources consultant with West, Turnquist & Schmitt, a San Diego accounting firm and she is a partner of Creative Financial Staffing of San Diego. She has over 16 years experience as a human resources consultant, helping clients prepare employee handbooks, performance appraisal programs, affirmative action plans, salary surveys, and independent contractor agreements. Ms. Thaxton is cofounder of the Associated General Contractors (AGC) Emerging Business Task Force. She is a co-author of Practitioners Publishing Company's Guide to Personnel Management and has conducted numerous seminars and published many articles regarding successful employment practices.

Disclaimer:
CFS is not rendering legal advice. If you have questions of a legal nature, you should consult with a lawyer.

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