subject: Perfman HR: Standard Interview Questions [print this page] Perfman HR: Standard Interview Questions Perfman HR: Standard Interview Questions
Open your interview with an informal icebreakerto establish rapport and then offer some backgroundinformation about the company and theposition. You might start by telling the candidateyour own history there and what the opportunitiesare in general at your fi rm. Then start askingquestions.Keep your questions open-ended, which willnot only encourage candidates to talk, but willalso demonstrate how well they think on theirfeet, something "yes" or "no" questions do notreveal. Avoid leading questions, or those that suggest what you want to hear. Be responsiveand say things such as "I see," or "Tell me more,"to urge the candidate to expand on answers.Paraphrase some answers to make sure youunderstand what the candidate is saying. But as arule, you should allow the candidate to do mostof the talking.
You can start by asking the candidate to saymore about work experience and responsibilities listed on the resume and to give specifics:What was the most difficult part of the job? Howmuch teamwork was required? What were thedrawbacks of managing a small staff? What werethe advantages? General questions such as thesewill usually yield fairly detailed descriptions.Then move on to questions designed to revealpersonality traits or specific qualities that youconsider to be requirements for the job. If youneed someone who can deal with stress, ask thecandidate to discuss one or two work crises theyhandled in the past. Note how quickly, directly,and thoroughly the applicant answers.Finally, ask questions to gauge how well theapplicant would fit into the company. Try to get asense of the attitude and work habits the personwould bring to your team.It's critical to find out whether the personyou are considering has an employment contractat her current job that puts limitations onfuture employment, either permanently or fora specifi ed period of time. For example, if thecandidate's employer is in a similar business toyours, and her contract has a "no competition"clause, she might be prohibited from working foryour company.
Atin Dasgupta is director and co- founder ofPerfman HR.
