I start Screening Applicants
 

Tomorrow (Friday) I start interviewing applicants for my department. I worked with our last department head as the lead for our team so I think this will be a good step to build my managerial skills. I will also be screening and supervising two new recruits in the next week.

Any suggestions for a first-time interviewer? [Not interviewee, been that plenty of times]

I've already got a list of important proficiencies necessary for the role. Certain subjects to touch on? Ones to avoid?

Thanks, I'm excited as all get-up. I'll be doing burn-outs in the parking lot on my way in, just for fun ;)

See if they drive a mustang?

Rig up a webcam and show us the hot ones so we can decide.

Get a casting couch.

Exactly, judge them on looks, and how willing they are to perform certain deeds to get the job...


Assuming they are female of course...

I like Wayne, our hosts idea, have someone go out and look at their car and see if it looks like they live in it. If its full of trash it may reflect on their organizational skills.

+1

Review legal vs illegal interview questions before you get started. Ask open ended (ie not yes or no) questions then shut up and listen. "Tell me what you know about our company," is a good one. Lets you know if the applicants have done their homework.

I like brief practical skills tests if applicable. I helped interview for my replacement once. One applicant's resume said he had taught the software we used "at the college level." I was almost embarassed to ask him to demonstrate the handful of basic tasks on my list. He couldn't do any of them.

My response isn't witty or clever, and you probably already know all of this but for those who don't here goes...

Ýou want the best out of your applicants, your time, their time etc, so try to be relaxed and disarming right from the start. Save the "I'm super excited about this for the de brief with your superiors later".

I'm sure you know how bad the job scene is, and must know just how nervous these people will be, whether they show it or not. Some will want a job at any cost, watch out for the 'yes men'. You'll want to weed out as many of these and the unqualified asap!

I try to get them to relax by starting out with some light banter, address the nerves and dismiss them as unnecessary, find something in common etc in other words don't hammer them as soon as they sit down... Resist :)

Once they relax a bit, hopefully they'll get out of their heads and relax and open up enough for you to see what they're really like, if they have the skills and soft skills required for the position and if their personality will fit in with the company.....culture...

Ask about a specific problem they have solved.

Or my favorite: "why should I hire you?"

Who is prepared? Who knows all about the company and the position, who did their homework on the company?

Who is asking intelligent questions as opposed to the boring "how much is the comp plan" :/

I like the suggestion of open ended questions too. Also, I review the resume with the same technique of open ended comments and see if they catch on and complete the thought.

Maybe mention something on their resume (past job-experience-skill set etc) and see where they go with it.

Might be a good way of verifying what's written on the resume/cv vs actual real life experience. Pretty effective on catching the BS'rs who have prepared statements... Keep them thinking on their toes by not being predictable.

Ps. If you really want a nice docier on interviewing techniques and questions hit me up with a PM :)


Anyway, congrats on the assignment and responsibility! You'll do great!

Cheers
Jason

Dang, thanks jason! I will definitely go the route of open-ended questions. I have already checked over the first applicant's resume and some of their example work. For being out of college for only a few years it looks like (on the surface) they have the basic skills (technically). What it may end up being as more of a client-relationship manager. I guess I'll have to clear the tension at the beginning to see how well their communication skills are (most important) and task-management (critical). I'm not sure if it holds any bearing, but what should hold more weight: A person with more freelance experience or a person with more experience working for someone?

Now I need to conscript a co-worker to recon their car before the interview ;)

Actually, don't hire a "car guy"...they spend all their time on car posting boards, asking for advice instead of doing the job they are paid to do. :rolleyes:

I hope no one takes that too seriously; it is funy though.
Jim

I am in wireless technology, RF engineering and deployment- very technical and consulting based, so not sure this is useful in your field. I have hired many people (hundreds), some highly credentialed out of MIT/Cal Tech all the way to a guy who was a plumber and worked his way through state (UVA) college.

Few of the highly credentialed people advanced far, the plumber -- he is an area CTO at one of the 2 big wireless carriers.

Figure out who is passionate about what they are doing, give that more weight than job specific skills. Has saved me much time and effort, once I figured it out.

Lou

Rloop mentions a very critical point. The difference between a rock star and someone filling a seat is all internal. A person's drive can overcome all sorts of obstacles.

Good luck. Have fun.
Larry

................or if they drive a well set-up 944...........

what kind of position are you filling? that makes a lot of difference in how you interview. sales interviews are nothing like programmer interviews. but eagerness AND showing you can learn is always a big deal. intern positions should focus much more on good background vs experienced positions should be more about experience

Let them do most of the talking.

I always throw in a question to get a sense for a candidates BS factor and whether they can admit to not knowing something.

I try to get a sense for a candidates willingness to learn and ask for help if needed. Nothing worse than someone spinning their wheels on something because their ego is too big, or their balls too small to ask for help.

I always ask "why should we hire you"

I always ask what their most challenging situation they had to overcome and what they would have done differently. This exposes their ability to solve problems.

I always ask how they deal with conflict.

Boxer, briefs or thong?

Wayne said that? I remember the comment but failed to note the poster.

That's weird because I worked at Pelican for a few weeks as a vacation fill in on the phones back in '09. I did interview with 2 of his managers. The general manger definitely had time to check out my transportation, which was/is my work truck.

The funny thing is they only had parking for the number of current employees. I had one afternoon shift and I couldn't park in the lot and the street was full. There was always someone extra after mid morning.

The new location definitely solves that problem.

Sorry, I digress.

Know the areas you need to legally stay away from (Do you plan on having children). Ask each the same list of questions.

Have a scoring sheet so you can "rank order' the applicants. Decide on what a "passing answer" will include. If they are smart and keep talking, they get extra credit on that question.

Ask some questions to determine their integrity. that is important in any job.

Thanks all for the beneficial info :)

Thanks to paul, any applicant with a mustang will get a "We'll call you." ;)

Because we need someone asap we broke the interview down:
• HR did the legal questions
• I did the skills/experience/technical questions
• My manager did the follow-up.

I was able to focus on the applicant's previous project list (typically freelance), experiences with clients, development and project management. Overall I think the interview went well and the person would be great for a temp-to-perm position. Given their passion, however, in the long run they may decide to move to another department or on to another company.

But then again, we're not looking for someone with a passion for dealing with jerk clients, and other opportunities do present themselves all the time (within the company).

Laughing at all this. My brother worked for a few top tier CART and IRL teams and the some of the questions are what religion or do you have to go to church? Do you have a wife and if so, will she be OK with you always gone and umm, well you know?!

Went through that exact thing a few months ago. The one we hired interviewed well, had good credentials from where he worked in the past and was an army aviator (which I wrongly interpreted as having good situational awareness). What they know they know well but if there is a zombie apocalypse I think they will be safe.

Be very careful not to ask "illegal" questions...like age, religion, marital status, handicap, if they have children, etc.

Well this is good so far. Looks like we may hire the applicant I sat down with today. Monday I start getting a training schedule going with the others in my department to have them sit-down and follow along in 2-hour blocks. This should be interesting...

The most interesting question I was ever asked in an interview was, "tell me something about yourself that is not on your job resume or application."

Though the question was quite unexpected, I'm a reasonably bright chick, and quickly realized that it was a chance to tell something of my character that could prove useful in a job. To answer the question, I related a hobby that demonstrates my great mental toughness, organization skills, and determination.

Of all the questions I've ever been asked on a job interview, that was the best one. Both in that it was unexpected, searched for insight, and provided a rare opportunity to for a non-work related anecdote.

My least favorite question? "why should I hire you..." I have always been very tempted to answer that with "if you are not capable of making this decision all by yourself, perhaps I could interview with someone who is..." :rolleyes:

angela

Ask them to talk about something in their life that has been a huge disappointment. It may give you some insight and you should be able to pick up on someone who won't level with you.

Most of the major disappointments in my life have turned into the best things that ever happened to me. Not many of them were work-related, but I don't fear them at all anymore, as they always lead to better things.

smells like BS!! :)

along the lines of hiring...when I see images like this, it makes me wonder what these folks could do with some education. Clearly, they have the "do what it takes" dedication many folks lack. Safety...a top 5 consideration!http://forums.pelicanparts.com/uploa...1320507793.jpg
http://forums.pelicanparts.com/uploa...1320507816.jpg
http://forums.pelicanparts.com/uploa...1320507839.jpg

Personally I would never ask a question not related to the duties of the position. Only opens one up to lawsuits and does not add to the decision...unless you are hiring a consort.