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This week's question answered by Del J. Still, best-selling author of "High Impact Hiring"

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I'm not too concerned about nonverbal signs unless I see a definite conflict between what a person is saying and what their body language is telling me.  If I see a large contrast, it's a signal for me to get more detail about the experience the candidate is describing to me.  I also might ask the candidate for a reference in order for me to verify the facts I am being presented with.  I do pay attention to body posture, tone of voice, and verbal pace. I like to mirror my candidates posture, tone, and pace in order to more effectively communicate with her/him.

BEFORE THE INTERVIEW

1. What's your opinion of having an applicant go through a timed writing/problem-solving exercise and asking questions based on the written product?

2. How many questions should I ask in an interview?

3. How should I use a telephone interview?

4. How would I create questions to evaluate interpersonal skills?

5. I was just hired as a supervisor and will be interviewing soon.  How can I come up with the right questions to ask?

6. Would you recommend a structured interview?

7. What type of questions will tell me if a person is detail-oriented?

8. What type of questions will tell me if a person is self motivated?

9. What is the value, if any, of questions like; "If you were an animal in the zoo, what animal would you be?

10. I am currently conducting a seminar on interviewing/recruiting.  I need some examples of probing thoughtfully and any other suggestions on that topic.

11. "In your book "High Impact Hiring" you recommend using a behavior based interview. Why?"

DURING THE INTERVIEW

1. How should I start the interview? Should I ask a question to help the person relax?

2. How do you stop an applicant from giving run-on, rambling answers that don't answer the question?

3. How can I tell if a applicant is lying in the job interview?

4. We have  high turnover due to high level of "nasty" customers we have to handle.  What type of questions would be good in determining what candidates are good at handling these people?

5. What non-verbal signs do you look for while interviewing?

6. You recommend in your book (High Impact Hiring) informing the candidate they can look at the notes after the interview.  I was wondering if you could just give me a few pointers on what notes to take?

AFTER THE INTERVIEW

1. What questions are you allowed to ask the candidates' references as well as what information references are allowed to give?

2. What would you recommend as a practical means of scoring or evaluating interview candidates?

3. How do I tell an applicant that they didn't get the job?