Identifying the right candidate for a particular job can be an exhausting and overwhelming endeavor, says Suzan Sturholm of All Things HR LLC, a Lynnwood-based consulting and recruiting service. Knowing the right questions to ask can save time in the interview process and lead to a more qualified hire, increasing the overall productivity of an organization.
In a typical recruiting process, a candidate may go through several interview rounds. On the phone or in-person, the organization explores the applicant’s background and experience, attempting to ensure a good operational fit. Questions asked in the phone interview sessions will be very different from those asked during the first round of in-person interviews, which will differ again from the ones asked during the final interview round.
The skillful art of knowing when to ask what question can make a huge difference in the outcome of the interview process and ultimately the success of the organization itself.
During the initial phone screening phase, it is important to focus on the candidate’s overall background and experience.
Begin with open-ended questions: Start with an open-ended question allowing the candidate to discuss their background, such as, “Tell me about yourself.” The response to this open question will provide insight into the candidate as a person and into their work background as well as what they feel are the highlights.
Search for related experience: Ask the candidate to tell you in free form about their experience as it relates to the role. Emphasize the core responsibilities of the role you are trying to fill. For example, “Tell me about your experience with computerized inventory systems.” The candidate’s response to this question will often help determine if they move forward in the interview process. Past experience and behavior is a predictor of future performance.
Ask about accomplishments: Try to determine the candidate’s area of excellence. Ask them to share the greatest accomplishment they achieved while in their last role. The answer to this question will help you determine the caliber of candidate. How impressive is their greatest accomplishment? Did it impact the organization? What were the outcomes?
The initial phone interview creates a lasting image in the minds of both the recruiter and the candidate, so it is important to approach it thoughtfully. If inappropriate interview questions are used, the organization could be held liable for hiring discrimination and subject to penalties and fines. If you are unsure as to the list of inappropriate topics for phone interviews, be sure to consult All Things HR LLC for guidance.
For more information about All Things HR LLC, go to www.allthings-hr.com or call 425-248-4978.
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