Interviewing Applicants For Eccentricity And Creativity
Think about the last person you employed
Think about the last person you employed. After you hired them, did everything fall into place like you expected? Or did they turn into a different person from the time you interviewed them?
The key to any successful business is recruiting, choosing, and keeping hard working people. However, a majority of employers do a horrible job at giving jobs. Many companies still adhere to obsolete and unproductive interviewing and hiring policies. This step usually gets the least attention.
Hiring and interviewing is an art and science. It's magical. If you refuse to better this process then you'll be spending more money and wasting more time looking for the wrong people. Here are some ideas to help you understand why:
*Most applicants lie to get a job
*Hiring decisions are made by gut feelings during the first few minutes
*Two out of three hires are a bad employee within the first twelve months
*Most interviewers are not trained nor do they like to interview applicants
*The best employees are misplaced and grow tired of their jobs when they are not allowed to utilize their strengths
A world-class employee with a team of five can outperform 200 regular employees. Instead of waiting for people to look for jobs, the best companies spend more time and money looking for unique individuals. A perfect interviewing process follows these steps:
Prepare
Before the interview make sure you know the important basics of the job. Outline a plan that covers responsibilities. Work with a number of people that are familiar with what the work is about. Screen applications to limit those for the interview. Systemize and prepare the questions you will ask each person.
Purpose
Accomplished and eccentric people will have more choices and opportunities to choose from. You will be the first impression of your business, so make it right. Not only are you looking for the best employee, but you have to persuade the applicant that this is a fun place to work.
Performance
Look for the characteristics, intelligence, and skills the applicant will need for long-term success. If the work demands more education or licensing, make sure you add it to your list. Spot the qualities or capabilities the job demands and build the interview after that. A couple of attributes will include:
*What power will the applicant have to discipline, hire, fire and rate overall performance goals.
*What financial authority, control, and accountability the applicant has
*What are the decision-making powers
*How is accountability held for goals of the team, unit, or company
*The penalties they are held accountable for when things go wrong
People Skills
The thing to find out, as well as the most critical of the process, is spotting the necessary people skills an applicant brings to the company. A perfect interview finds out who the applicant is and finds out if they are a perfect match between them and the job. Understand the applicant's personality, motivation, goals, and you are guaranteed to improve upon the entire interviewing process.
Apparently many jobs, especially sales jobs, demand a special type of person. By putting someone in a job who dislikes the interaction with others would be an obvious mistake, affecting their overall performance levels.
Process
The interview process must follow an organized outline. This doesn't mean the whole thing should be inflexible with a mix of randomness. What I'm trying to say is, each applicant is asked the same thing and is ranked with a general rating process. A structured outline helps to limit bias and gives all a fair chance. The ideal way to go about this is by asking behavioral and social questions.
Behavioral Questions
These questions will help to spot past behavior, decision making processes, and general creativity. Here are a couple of points to consider:
Tell me about a situation when you faced adversity and how you overcame it.
Give me a couple of examples when you sought additional responsibility.
What was the largest project you worked on?
When was the last time you had to break the rules?
Social Questions
Social questions assess the applicant's capabilities, intelligence, and inventiveness. You should give a hypothetical situation such as:
"You're a manager, and one employee told you that another worker is stealing from the company."
*What should you do?
*What extra information can you gather?
*What are your options?
by: Jane Dawson
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