Q. How do you prepare for a face-to-face interview?
You must have a thorough understanding of the company and the role-scope, responsibility, and such. In other words, what the client really needs. Once you have prepared the mental template and a list of questions-both specific and open-ended for the interview-then you are ready to proceed. Last, review the candidate's resume or background in advance-identify areas you want to explore and any inconsistencies that you want to focus on, to try to get to know the person behind the paper.
Q, How much time do you spend on interviewing someone?
You should spend as much time as necessary to get a thorough under-standing of the individual and his or her appropriateness for the role: average time one and one-half to two hours. You might also have a second interview by telephone to follow up on some additional questions.
Q. What are the basic characteristics that you are constantly looking for, and how do you do it?
I focus on two areas: "soft" and "hard." For the soft area, I look for basic personal values. For example, are the individual's values stated consistent with his or her actions? In the hard area, does the candidate have the intellectual skills and experience to tackle the task at hand? Ask for examples of what the candidate means when talking about their experiences and views.
Q. How do you know what to ask a candidate?
You must really understand the role, the company, and the industry dynamics. Only then can you ask the right kinds of questions. And remember, each candidate is different and may have different kinds of the same experience.
Q. How do you make a candidate reveal information?
Ask open-ended questions-How? Why? Ask for anecdotal examples.
Q. How do you organize the information from the interview, and how do you use it afterward?
Prepare a template of key interview questions. While recording the answers, include personal impressions, body language, and so forth. In order to have fresh recollections, the report should be completed within twenty-four to thirty-six hours after the interview session.
Q. What is the next step after someone has been interviewed?
Give yourself a chance to reflect on the interview-are your day after impressions the same? Upon review, do you sense any inconsistencies? If the impressions are positive, you may review them with the client and follow up with a detailed report. Give the candidate an opportunity to reflect upon the meeting with you and encourage him or her to contact you if there are any questions.
Q. At what point in the process can you reference check someone, and how do you go about doing it?
If a candidate is currently employed, you must be sensitive to the confidentiality of the discussion and not allow the candidate to be compromised with the current employer. If the candidate has a high profile within an industry, anecdotal references may be gained quickly and easily with no threat of compromise.
Q. If someone you speak to does not have what it takes, how do you deal with it?
You must be honest with candidates-tell them about their status in the search as soon as it has been determined. It is important to be honest to a point-give constructive feedback.
Q. How many do you usually interview in a search, and when do you decide to stop interviewing?
In order to generate a valid slate of four to six credible candidates, it is highly likely that twelve to sixteen face-to-face interviews are required. You stop interviewing when the client is satisfied with the initial slate presented or when the recruiter has a high level of confidence of successful completion.
Q. What makes someone good at interviewing and reference checking?
You must be able to make the candidate or reference comfortable and at ease. Honesty and ability to be credible-you must know what is needed. It is also very important to show respect to the candidate or reference-for not only giving you his or her views but his or her time as well. Ability to ask follow-up questions, tough questions, and others.