Employer Interview Tips

A lot rests on every business decision, but employment decisions carry particularly heavy weight. Somehow, after talking with people for an hour or two, you’re supposed to see through all the smiles and good manners, you’re expected to read their resume like a crystal ball, and you’re responsible for finding the perfect candidates. Oh, but you’re not finished—that’s just the beginning. These folks need to live up to their qualifications, get along with everybody at the new company, and produce increased sales, reduced budgets, creative marketing plans, and while they’re at it, hit a winning homerun at the company picnic softball game. And it’s all up to you to find them.

We’ve developed some questions to help you do just that. Rated from Easy Does It to Getting Tough to On the Grill, the following questions will help you read your candidates like their hometown newspaper. Once you master these, you’re well on your way to finding the right candidates for your retail positions.

Getting started
But we’re getting ahead of ourselves. First, make sure you are clear about the skills and knowledge, qualities and experience you are seeking for this position. Once you’ve screened the resumes that match this list, you may even want first to screen candidates over the telephone to eliminate a few more. Then set appointments for the “winning” candidates. Prior to the interview, study each resume so you are familiar enough to relax in the interview.

Other points to keep in mind:

It goes without saying that you’ll ask no question about race, religion, age or ethnic background. But you already knew that, right? If in doubt, check out U.S. Equal Employment Opportunity Commission (EEOC).
Consider asking the same questions to each candidate so you can compare them more accurately.
Keep questions open—that is, questions that demand more than a “yes” or “no” answer.
Ask one question at a time and avoid leading questions, i.e., questions in which you steer the candidate toward the answer you want or expect.
Customize the interview with questions specific to that position.

Now, let’s begin the interview.

Easy Does It
Start out slowly. Shake hands, share names, and swap a few niceties. Notice how well the candidate responds to this more social situation.
Explain what you hope the interview will accomplish and how much time you expect the interview to take.
Be relaxed. This will help the candidate relax, which will help you get more information.
Listen. Sure, you’re in charge of the interview, but genuinely listen so that you can learn what you need to know about each person’s potential.
Keep them talking. You want the candidates to talk at least twice as much as you. If you’re talking, you’re not learning much (other than a few non-verbal clues).
Mention that you will be taking notes. This helps candidates relax, as they understand what’s going on. Otherwise, note-taking can take on a worrisome quality.

Throw out a few warm-up questions like:

1. Tell me about yourself?
2. What do you know about our company?
3. Why are you changing jobs?
4. What traits would the perfect job include for you?
5. What skills and qualifications do you consider essential to perform this position?
6. How would your last boss describe you?
7. How would your colleagues describe you?
8. How would you describe them?

Getting Tough
Now’s the time to probe a little deeper. Ask questions like:

1. Why should we hire you?
2. What makes you unique?
3. When would you start to make a meaningful contribution?
4. Why are you interested in this job?
5. Why are you leaving/did you leave your last position?
6. How does this position fit into you long-term career plan?
7. What career goals are you working toward?
8. What is your management style?
9. What’s the biggest challenge in supervising people?

On the Grill
It’s now or never. Get the information you need to makes the best decision.

1. What are four major accomplishments from your last position?
2. What are four major accomplishments in your career?
3. Describe the process you go through when working with a deadline. Show your work strategy and resourcefulness. Share a story—something that realy happened at your work where you made a difference.
4. Are there other positions are you considering?
5. What are your strong points?
6. What are your weak points?
7. Why do you want this position?
8. What kind of experience qualifies you for this job?
9. What are your salary requirements?
10. Where do you want to be in five years?
11. What kind of schedule do you want?
12. How long would you plan to stay with our company?
13. Have you done your best work in your career so far?
14. Is there anything I didn’t ask that you’d like me to ask?

That’s All Folks
To end the interview, let the candidates know what to expect next. Remember what it feels like to be left hanging—and do the right thing. Tell them how and when they will be notified with a decision. Thank them for their time and help them find their way out.