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Conducting An Effective Interview

By: Maureen E. Harrop
Maureen E. Harrop

Now that we have covered the hiring process from the applicant’s point of view, we will review the process from the hiring professional’s viewpoint. Today we will examine the process from beginning to end.

Prior to the Interview

  • Although you have a very busy schedule, take the time necessary to review the applicant’s resume.
  • Search for something in the person’s background that would provide you with an “ice breaker,” rapport building statement or question, such as, “I see you spent some time in Texas. I was born and raised in Texas. How did you like living there?”
  • Ensure the candidate possesses the:
    • specific requirements for the position
    • behavioral characteristics necessary to be successful in the job
    • basic qualifications

If you are conducting a behavioral interview, it is important to determine the behavioral characteristics necessary for success in the job. Some examples of the attributes necessary for a sales position would be:

  • Articulate
  • Adaptable
  • Accountable
  • Perseverance
  • Listener
  • High energy
  • Confident
  • High integrity
  • Self-directed
  • Focused
  • Effective networker
  • Money hungry
  • Enthusiastic

    • During the Interview

    • Greet the applicant in a friendly manner.
    • Offer the applicant a glass of water.
    • Use an “ice-breaker” to assist the applicant in feeling comfortable, as mentioned above. The more comfortable the applicant is during the interview, the more honest s/he will be with you.

    Proceed with the interview. There are many types of interviews. Three examples are:

    • The behavioral interview that determines if the applicant possesses the necessary qualities for the position.
    • The job motivation interview elicits the job responsibilities that motivate the applicant.
    • The team interview educes how the applicant might behave in a team environment.

    An expert on the subject, Susan M. Heathfield, believes the behavioral interview to be the best one and I agree with her. She states:

    “Behavioral interviews are the best tool you have to identify candidates who have the behavioral traits and characteristics that you have selected as necessary for success in a particular job.

    Additionally, behavioral interviews ask the candidate to pinpoint specific instances in which a particular behavior was exhibited in the past. In the best behaviorally-based interviews, the candidate is unaware of the behavior the interviewer is verifying.

    …. please note that the actual behavioral interview is preceded by behavioral trait identification and a job description. The upfront work makes the behavioral interview effective and successful.”

    Ms. Heathfield provides us with a series of sample interview questions for an applicant applying for a sales position:

  • Give me an example of a time when you obtained a customer through cold calling and prospecting. How did you approach the customer?
  • Tell me about a time when you obtained a new customer through networking activities.
  • What are your three most important work-related values? Then, please provide an example of a situation in which you demonstrated each value at work.
  • Think of a customer relationship you have maintained for multiple years. Please tell me how you have approached maintaining that relationship.
  • Your manufacturing facility shipped the wrong order to one of your important customers. Describe how you solved this problem both internally and externally.
  • The quantity of parts and the part numbers of items available for sale change daily. Talk to me about how you have handled similar situations in the past.
  • If you are hired as our sales representative, you may see the need to change the organization of the department. How have you approached such situations in the past?
  • Give me an example of a time when your integrity was tested and prevailed in a selling situation.

    • More information on conducting interviews:

    Disclaimer: The information in this article is from this website and a variety of online resources, as well as books on the subject, and the author’s experience. The information provided, while authoritative, is not guaranteed for accuracy and legality. While I have made every effort to provide accurate, legal, and complete information, I cannot guarantee it is correct. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct. This information is for guidance, ideas, and assistance only.

    Maureen Harrop is President of Claridis, Inc., a training and consulting company, specializing in the Latino/Hispanic workforce. Claridis has produced Telly Award-winning videos in Spanish, utilizing Latino actors. These films are unique because they are not dubbed or subtitled. They were designed for use by training and human resource professionals for their bilingual and Spanish-speaking employees. English versions are also available. Maureen has a Master’s Degree in Education and has been in the human resource/training field for 27 years. Customer service training is an additional area of expertise for Maureen.

    For more information, visit her web site: www.claridis.com or e-mail her at maureen@claridis.com or call (888) 701-2879.

    Copyright © 2008, Claridis, Inc.
    All Rights Reserved

    This entry was posted on Tuesday, September 30th, 2008 at 2:23 pm and is filed under HR Hints.

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