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How they know?

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by vickydicky

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Hi
To know about candidate's technical ability is easy for the inerviwer, but how they can find the candidates personality, and that to without asking question about it.And even if they ask question some smart guy can make them (interviewr)full. Personality skills like Team member quality? Whether he can adopt new enviornment or not? Or for that matter whether he is stay with the co or not?
Becuz different people are having different nature. May be one person is shy, but that doesn't mean that he will not help to other people.Or he can not communicate with others.
Some people are shaky to start with, but after that they can go well after understanding the envirnoment.And they they can adopt the envirnoment very well.
And finally about his attachment with the co. will last long or not?Don't u think people who r working there they also need satisfaction and money.And if they got both these then who will leave that organisation.

2 replies

by ebob

1 - Have at least 2, preferrably 3, people interview the candidate. Make sure that these interviewers are themselves different personality types, as they will draw out different aspects of the candidate's personality. Also, these interviewers shouldbe from different levels in the organisation: line manager, technical peer, HR professional. (I once worked at a very "professional" organisation. The VP of HR had a routine where he acted very agressive to the candidate, just to gauge the reaction.It weeded out the real flakes!)

2 - Make sure you get qualified referrals. And try to understand the viewpoint of the reference: are they just trying to unload a problem, or is the reference some "good buddy" of the candidate, etc., or is this a legitimate reference with no issues?

3 - If you have some particular concerns, try to figure out different ways to explore those concerns. Ask questions about something from different angles, and spread these questions out through the interviews. ("Are you a good team member?" - they'll always answer "Yes". Then later: "Tell me about your latest Team." And later yet: "In your last Team, tell me about a problem you had with a team member, and how you resolved the problem.")

by jamesrl

When I determine I need to hire someone. I start with a blank sheet of paper and list out the "core competancies" for the job. This could be soft skills like loyalty, team building, problem solving, or more technical ones.

What I try to do in an interview is ask questions to probe the persons history to uncover an incident which reveals something about whether the individual has those competancies.

For team building I would ask the candidate to tell me about a time when they worked on a dis-functional team and how did they try to improve it or work around it. For managers I ask them how they have dealt with employees who had productivity issues or attitude problems.

The idea is to try and get real life eaxmples of how the employee has done in the past. I will warn that if I ask an employee about problems and they tell me they have had none, I will be suspicious. What I loofor is and ability to overcome problems and achieve. Sometimes I ask if they would do anything differenttoday. I will also warn that if the answer is always no, then I've either isn't very analytical, honest or can't learn from experience.

Hope that helps.

James

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