Now that you have assessed your candidates, selected the ones you would like to bring in for an interview, now what? How do you translate the results of the candidates assessment into probing interview questioning?

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  • Many candidates nowadays are going to be familiar with behavioral interviews. What IdealTraits has done is given you information, from the candidate, that predicts future behavior from them. Be careful about only asking questions to which the candidate may have a rehearsed answer for or one that has been asked over and over in their past interviews. The idea is not to get information about “what” they did in the past but more so “how” and “why” they reacted the way they did. Presenting them with real life challenges they’ll encounter on the job will make them think on their toes and it confronts them with something that they didn’t “prepare” for. We need to engage them into a real life scenario. A little bit of role play and job shadowing will help to paint the real picture of day to day responsibilities. This could give them an idea of what cold calling would be like. Or how it will be when we have an unsatisfied client calling in. We want to make sure that this candidate, if offered the job, knows what they are getting into. If not, we end up in the same process. We train them, give all the resources necessary, maybe even spend money on their development, and what are we left with? A candidate that gets bored, or is not motivated to take what we’ve given them and run with it. You are now back to square one.

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  • The interviewing process is a 2 way street. Make sure that you are prepared, on time, and engaging. The candidate is not only providing you with information about themselves, but learning about your business and staff as well. Make eye contact, pay attention, and  be prepared with your questions to get the most information out of them.  Your job as the interviewer is not to intimidate or scare the candidate, but you need to ask tough questions. During the interview now and find out if this is the right person for the position not just fill an empty seat. Here are a few “Do’s and Don’ts” while interviewing.

Do’s

      • BE ON TIME
      • MAKE EYE CONTACT
      • BE PREPARED AND PRINT THEIR ASSESSMENT TO REVIEW WITH THEM
      • SET A REALISTIC EXPECTATION OF THE JOB AVAILABLE
      • PAY ATTENTION TO THEIR ANSWERS AND THEIR BODY LANGUAGE

Don’ts

      • BE LATE
      • BE DISTRACTED OR ALLOW NON EMERGENCY INTERRUPTIONS
      • BE AFRAID TO MAKE THEM PROVE THEMSELVES TO BE YOUR BEST CHOICE
      • INFLATE THE JOB OR PERKS/BENEFITS
      • BE AFRAID TO NOT OFFER THEM THE JOB IF THEY ARE NOT THE IDEAL CANDIDATE

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  • First, is this a sales interview, or a service position? The questioning will be geared slightly different with each position. If you are going to be interviewing for a “hybrid” role, make sure to include questions that are geared towards both. Let’s go through the two different interviews.

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  • With sales interviews we need to delve a little deeper and gear a few questions towards motivation. We need our sales personnel to be self sufficient, self-motivated, influential and competitive. Some of this pertains to past work experience, but remember, we are after abilities, NOT past experience alone. You may have a diamond in the rough that is green when it comes to sales, but has the drive and abilities to be one of your top performers. There is something to be said for fostering this type of candidate and molding them into a great sales person for your business. Some possible questions in which to ask about personal motivation are:
  1. What is the hardest obstacle you have ever had to overcome, what was your process, and what was the final outcome?
  2. Tell me about your greatest achievement in life and how you achieved it?
  3. What are two examples of tasks that you do not particularly enjoy doing?
  4. How were you motivated enough to complete those tasks?
  5. What motivates you the most?

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  • When it comes to service, we need individuals that are more efficient and predictable. More of a managed personality that is persuasive, compliant and empathetic to take care of your current customers during difficult times as well as cross selling products and services.  Here are some leading questions that will help you discover if someone is geared toward service.
  1. Have you ever made an error in judgment that you had to address with your employer?  How did you handle it?
  2. Tell me about your software skills – the programs you know and what you can do with them?
  3. What 3 words best describes your work habits?
  4. What are two examples of tasks that you do not particularly enjoy doing?
  5. Tell me a time when you had to make a snap decision on your own, how did it turn out?
  6. Tell me a time when you dealt with an unhappy customer, what did you do, and how did it turn out?

For more great Interviewing tips and thoughts check out these past blog posts:

We hope that this helps you with your interviewing process and in locating that “IDEAL” candidate!

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