Interviewing Methods
June 1, 2006 8:26 AM
I was recently asked by a client about the methods we use when we interview candidates.
Some of my colleagues at ARM interview regularly, but for me it's a little different. I tend to work by locating candidates, liaising with them, and passing their CVs around accordingly, but do I actually interview?
My first reaction is to say no, I arrange interviews between clients and candidates. But the more I think about it the more I realise I do. I might not sit down face to face with them, but I do have an interview process with my candidates.
What do I look for? I've become a pro, it appears, at picking up nuances in voices. I can usually tell whether a candidate is seriously looking for a job or not (and later, whether they are going to accept a job offered by one of my clients).
I start by asking candidates about their current situation: the company they work for, whether it's a contract or perm job; notice period, and most importantly, their reasons for looking. What's going on in their job life that precipitates this move? In addition, I like to gain a full breakdown of salary and benefits (including bonus and the value of cars). On top of this we go into detail about what kind of requirements the candidate has for their next role: will it be contract or perm? What is the minimum day rate or annual salary that they require? I must say here that we're talking about genuine minimum requirements - in my experience some people (a minority, thankfully) really do make up requirements on the spot, or aim for a fanciful figure, and the only reason that I point this out is that it does you no good at all in the long run. What about location? Will you relocate, or B&B, or commute, or are you looking for a job close to home?
And finally - what other opportunities are you investigating? Yes, I'm nosey, but I'm also a control freak - I need to know what other opportunities you have for a number of reasons. Firstly, it's good to know what type of roles you've been applying for - they may be very different to what I have in mind and I'd like to know why. Secondly - do you really want to waste your time talking to me if you've just received a written offer?
After this initial conversation, I maintain contact, communicating regularly where appropriate. I talk to too many candidates and clients to be able to call people for a quick social call - you can be safe in the knowledge that I won't waste your time. If I'm calling it is for an important reason: I've got a job/interview/offer etc. If I don't call it's because I don't have a job/interview/feedback yet. My candidates like this straightforward approach because they know where they stand. BUT they also know that I'm always contactable and that they can catch up with me whenever they want to, or if they want to query the recruitment process etc.
By the time I've finished with my candidate during that initial first conversation they may very well feel pillaged of information. But they trust that I am going to do my best. If I don't think I have anything suitable then you'll know straight away - I won't keep you hanging on.
At the same time - a few candidates don't play it straight with us (perhaps they've had the same treatment from recruitment companies in the past, in fairness to them). But it's very difficult to hide anything from a good recruitment consultant - we're pros at ferreting out information and pick up very quickly on whether candidates are interested and suitable. A good telephone manner is important not only for us but for our candidates too. So that's my way of interviewing in a nutshell!
Hey, while I'm here, my new company website is being launched this week. It's bigger, better and prettier than our old one. Click here to check it out, hope you like it!
Comments
This jobseeker /employer friendly intermediating technique is a novelty, and needs free lending "around" to others!
David Emal - June 7, 2006 1:03 PM
Whenever I am interviewed for a job, at the end of the interview comes inevitably the query 'Have you anything you would like to ask'. Well, yes there is! Like 'What makes you decide to employ a person'?. 'What are you like under pressure'? 'Can you work as part of a team'? Are these acceptable type questions to ask at interview without blowing your chance of the job? I would be grateful for your reply and also any further questions I could ask that would get me remembered in the crowd!
Joan Short
Joan Short - June 7, 2006 9:12 PM
Hi Joan. They are good questions, but the employer might think you are being deliberately obtuse. Having said that the interview is a two way process and a good interviewer should try to make the whole process more like a two sided conversation anyway so that any questions at the end are there for things that have simply not come up in the interview.
Ask any questions you have about the company and depending on the job you are going for ask something like "is there are reason why you don't see this progressing to the next stage?"
James Chatterley - June 8, 2006 2:29 PM
I think 'What makes you decide to employ a person?' is a very relevant question to ask during an interview. Interviews are a two way process and the selection methods used to decide who is and is not employed are relevant to whether the candidate would accept any potential offer to be made... Interviews are after all, about the interviewee deciding also. They can also measure the calibre of person already working for the company! Controversial!!!
Joe Mc - June 15, 2006 2:32 PM
Hi Joan,
The important thing is that you do ask questions - I have suggested a few stock questions below that you can use if you draw a blank when your time comes!
I think your specific questions are okay - so often the key is in the way you phrase them. You don't want to appear too cocky but you should always, always be able to ask some questions when given the opportunity. If you can ask these questions without appearing to be trying to turn the tables on your interviewer, then more power to you, because you'll learn something about them whilst impressing them with your diplomacy. Remember that quite often, your interviewer just wants to hear you talk so they can get a feel for the kind of person you are. That's partly why they use open questions - so they can get to see you thinking on your feet. There's no reason why you can?t do the same with them - the more they talk, the more they'll give away and the more you'll learn about the company and (perhaps) your future boss.
Obviously, do some preparation before the interview so you have some company-specific questions, perhaps gained from researching the company website. But it's also useful to have a short mental list of generic questions that you can pull out when the opportunity arises. These questions might seem obvious but we all know how easy it is to seize up or for our minds to go blank after a couple of hours of intensive interviewing! Some example stock questions are:
Why is the position available?
What is the likely career development path over the next few years?
What training is offered?
How often will I be appraised?
What is staff retention like?
What are the company's growth plans?
I'm sure you can think of lots more.
It's certainly advisable at the end of the interview to ask the interviewer how they felt it went and when you can expect to hear from them. You should also let them know your interest in the role and thank them for their time. A letter of thanks is an excellent way to follow up on an interview and helps you to remain in the interviewer's mind. Do write one - it may make the difference.
Joanna
Joanna - August 22, 2006 4:03 PM