Before the Interview
interviews quickly and easily with questions matched to the key requirements
for the job. Choose from over 600 interview
questions listed under 48 skills and abilities. Also included
are over 400 interview questions for 34 supervisory skills and abilities.
The 1,000+ interview questions include over 300 behavioral questions.
Use the Interviewer's
Hire the right person.
Del Still, author of High
Impact Hiring provides the answers to a smart hire. Use
his exclusive 7 step process to hire right, sample forms and 175 sample
questions to ask
your opinion of having an applicant go through a timed
writing/problem-solving exercise and asking questions based on the written
I have no problem with this approach as
long as you can demonstrate that the exercise is job-related and you're
clear about what knowledge or information you are looking for. If
you plan to make this a part of your interview, be sure to administer this
exercise to ALL candidates. I also encourage you to get work samples
from a job candidate anytime you can. In addition, there are a
number of standardized tests that you can include as part of your
How should I use a telephone interview?
Use the telephone interview to:
Fill in missing information on the candidate's resume;
Question the candidate to determine his/her level of interest;
Get a feeling for the candidate's communication skills;
Ask some questions to get a sense of the candidate's technical qualifications;
Decide whether to invite the candidate for a personal interview.
Would you recommend a structured interview?
Absolutely! I'm a strong believer in structured interviews,
that is, interviews where the questions have been developed based on a well done
job-skills analysis. This is the best way to insure that your interviews will be complete,
consistent, and fair. Also, you will find it much easier to evaluate each
candidate's qualifications based on their responses to your questions. My book
"High Impact Hiring: How to Interview and Select Outstanding Employees," will
give you all the tools you need to create high quality structured interviews that get
In your book "High Impact
Hiring" you recommend using a behavior based interview. Why?
A behavior based interview is the most practical for people
who do not conduct interviews as a profession. This type of interview helps you
focus on "what" a person can do (i.e. the skills they have) vs. "why"
they do it. Behavior based interviews take advantage of the fact that people are
creatures of habit and repeat patterns of behavior over and over. So, if we can get
job candidates to recall specific job-related events, we can use this information to
predict how a person will perform in a similar situation in the future.
How should I start the interview? Should I ask a question to help the person
Start with a warm welcome to
the candidate. Invite them to be seated and offer a refreshment. It's okay to
ask questions like: "How was your trip? or Did you have any difficulty finding
us?" Avoid questions or comments that relate to family or marital status,
religion, or national origin. Continue with a brief self introduction explaining how
you fit into the organization and describe your role in the interview. Briefly
review the key duties and responsibilities for the job. Review the agenda for the
interview and the schedule for the day. This should take no more than five minutes
and now, you're ready to begin finding out about the candidate's qualifications.