Interview Strategies for Successful Hiring

Asking the right questions of prospective employees can mean the difference between hiring the best person and wasting time and money on the wrong choice. But sometimes interviews feel like staged events, with applicants delivering rehearsed scripts and playing the role of the professional they believe you want to hire.

“It’s not always easy to get an accurate read on candidates during an interview because they’re putting their best foot forward and they may be a little nervous to boot,” says Carollinn Gould-Rodgers, a partner in Sterling’s executive recruiting division. “People who conduct effective job interviews peel away presentation and uncover work attitudes, environmental preferences, and truly relevant experience and skills.”

Gould-Rodgers offers these tips and techniques for successful interviews:

Look Beyond Job Descriptions. Find out if candidates have been asked to participate in – or volunteered for – special projects, such as quality circles or strategic planning. “If applicants have been invited to be part of special initiatives, there’s a reason for it. It may be because they have specific skills related to the project, but more often it’s because they’re reliable, talented team members who are known for getting the job done. If applicants haven’t participated in these efforts, they may not be proactive employees,” says Gould-Rodgers.

Listen. After you ask a few opening questions, let candidates do most of the talking. Save your overview of the position and company until the end. This will prevent job seekers from skewing their skills and experience to meet the position’s needs. “I recommend an 80/20 split for the conversation – the interviewee should provide 80% of the information exchanged. The interviewer can use this talking time to observe the candidate’s personal style, body language, etc,” says Gould-Rodgers. She also recommends listening for how applicants express themselves. Do they have good communication skills? Did you understand the point they were trying to make the first time, or was additional explanation needed?” Watch for “red flags,” like negative comments about previous employers, too much personal information, or vague answers to specific questions.

Ask the Right Questions. Questions like “Where do you want to be in five years?” will be greeted with well practiced responses. Instead, ask questions that make interviewees think on their feet – their answers will say a lot about how they’ll communicate on a day-to-day basis. “I like to ask prospects how they helped previous employers to save money or make money. Many have never given this much consideration, so the way they answer this question tells me a lot,” says Gould-Rodgers. She also recommends asking questions about preferred work environments to determine preferences for work hours, dress code, team size, etc.

Budget Your Time. Before beginning the interview, determine how long it will be. Try to leave at least 10 minutes to answer any questions applicants may have. Don’t feel obligated to give too much time to poor prospects, but keep in mind that they’re likely to talk about their experience to others in the community.