by Charlon Bobo, Red Frog, Inc. © 2005

The pre-hiring process can be a challenge. If you’re reading this article, you are finished with pre-hiring process and are looking for tips that will guide you through interview.

Much time and energy can be invested and in end, wasted, if your approach is not focused, deliberate, and specific. The following approaches have resulted in engaging, content-rich interviews providing us with a clear approach appropriate for each candidate.

The Interview 1. Arrange interviews with a least three applicants. Three gives you a well-rounded base from which you can choose best one. Sometimes three isn’t enough, and you may need to place another ad or extend application deadline, but it’s a good place to start.

2. Set appointment times close enough so that afterwards you remember details of each and can compare qualities of applicants, but far enough apart so that applicants don’t “pass each other in hall” thereby creating an awkward situation.

3. In advance prepare a form with following (or similar) questions that will be completed by you during interview: a. Where were you last employed? b. What type of business was it? c. Why did you leave? d. What are your strengths? e. What are your areas of improvement? f. What frustrates you most on-the-job? g. Give an anger scenario. How would you handle situation? h. How would you resolve office personality conflicts? Give an example of a situation that has happened and how it was resolved. i. Give an example of having made a mistake and how you resolved it. j. Describe your ideal day on-the-job. k. What three words best describe you? l. What is your greatest professional asset? m. What is your greatest area of professional improvement? n. How do you spend your leisure hours? What are your hobbies/interests? o. Where do you expect to find yourself professionally in 5 years? p. What are your personal 10-20 year aspirations?

4. Asking odd questions is an excellent way to elicit a response that will indicate how prospective employee may react on-the-job. It is a method that will show how well they can “think on their feet.” If this quality is important to you, ask unexpected/unusual questions!

Post-Interview

Someone suggested placing material from fixture onto customer’s internal pod to reduce handling, errors, etc. Room was tight (because two different style pods were used, one for raw material and one for processing) and someone long ago suggested moving a wall to create more space for easier movement of pods.