Build Your Top Tier Team in High Tech - News from Redfish Technology

Maximizing Your Interview Time
Identify and Hire the Right Person

Obviously, hiring the right person for the job is critical to your success as the hiring manager, to meeting and exceeding the business objectives, and to the ultimate success and bottom line of the company.

Resumes and screening done by HR and your recruiting partner will bring you the most qualified individuals for the role. Ultimately no piece of paper can fully present a human being.

The interview, by telephone or in person, is your opportunity to further investigate and understand a candidate's talent, fit, abilities, personality and the contribution that s/he is able to make. This time you spend in the interview can be maximized by the dialogue and information that is gathered.

Here are some questions that our executive recruiters have found help a hiring manager to cut to the chase and determine the candidate's qualification and fit for the job and company.

You want to know if this person will be dedicated and invested, is this person proactive, and preferably you want a long term asset to the team.
Ask:
What do you know about our company? / What attracted you to our organization? / What did you like on our website?
What has been your career progression with your current employer, leading up to your current role and responsibilities?
Why is this position a fit for you? And why would this be a good move for you career-wise?
Where do you see yourself in 5/10 years?
At the end of the interview, allow the candidate to ask any questions they may have. This is both a courtesy and an opportunity to gauge the level of interest and fit.

Does the candidate have the technical knowledge, skills and experience necessary? What industry savvy and experience does the candidate offer?
Ask:
How would you rate your skills and experience as a match for this position on a scale of 1 to 10 (10 being a perfect match for this job). What would make you a 10?
Where would you need the most support or direction in your first 30 to 90 days?
What is your most relevant experience in this industry? What are the most important skills you have as relate to this job?
What do you bring to the table that other candidates don't? What sets you apart from other applicants?

What can this person contribute to the department's and company's success? What professional experience does this person bring?
Ask:
What is the most important thing you contribute to any organization?
What professional accomplishments are you most proud of and why?
What was the biggest professional challenge you faced in your last position and how did you overcome it?
Tell me about how you set a goal, work towards it completion, and finished the project successfully.

Does this candidate work/play well with others? Are they solutions-oriented and accountable? Are they good leaders and managers?
Ask:
What have you done in your current/last position to improve your company's bottom-line?
Tell me about a situation in which you had a miscommunication with a customer/colleague/boss and how you handled it.
Can you tell me about a time when you had to gain the cooperation of a group over which you had little or no authority?
Describe a time when you failed to accomplish a professional goal and how you rectified the situation?
Can you describe an example of when you worked with a colleague or group to solve a problem?

Do you want some more sample interview questions?
DeVry University Keller School of Management

Do you have other questions that you find particularly useful? We'd love to hear from you. Write to us or join the discussion online.