The Face-to-Face Interview
Prior to the meeting arrange to have two or three other managers or trusted office personnel meet briefly with the Candidate. They should be peers or superiors to avoid insulting the Candidate.
It is your responsibility to make sure that the other managers have a copy of the Candidate’s Resume, some appropriate discussion topics prepared, and a thorough understanding of the Candidate’s reason for interviewing. Make sure that you carefully pick trustworthy managers who will make a positive impression on the Candidate. You should obtain feedback from these managers as quickly as possible after the Candidate’s departure.
Remember, you are recruiting the Candidate. Most of the time good Candidates are presently employed and if actively looking they are interviewing with other firms as well (some may be your competitors). Of course it is important that you satisfy yourself that the Candidate is qualified for the opportunity, but it is also your responsibility to be polite, courteous, and forthright in selling the position to the Candidate and answering any questions he may have. Don’t allow interruptions during the interview. It is not only impolite but leaves a bad impression with a Candidate.
It is very important that you be the first one to meet the Candidate and interview them. Have an “icebreaker” ready to relax the environment. Perhaps you can discuss something from their Resume that both of you have in common. It is your responsibility to lead the discussion and control the interview process. We recommend that you review the company, its history and future goals, the opportunity, and why the position is open (at the risk of being repetitive). Ask if they have a clear understanding or any questions. Prior to the interview you should have prepared some questions (some derived from their Resume) and now begin the interview by reference to them.
The following represents a brief list of questions that we have found are helpful in evaluating a Candidate. Ask questions that are relevant by reference to the Candidates Resume:
- How do you manage your subordinates?
- What do you feel are your most significant accomplishments?
- Why did you leave your previous employers?
- Describe how your skills and experience relate to our opportunity.
- What is your impression about the way we are currently doing things?
- Why are you interested in the opportunity?
- What do you like the least/best about your current job?
- What are your near and long term goals?
Do not discuss compensation at this point. Your Recruiter has already informed you what the Candidate is earning and has given the Candidate your parameters as well. It is best to gather input from others and carefully consider an offer before actually presenting one.
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