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interview process

MAP OUT THE INTERVIEW
At the start of the interview let the candidate know that your goals are first, to get a feel for their personality and relational style; second, to determine how he/she lines up with the job specifications; and third, to sell them on the opportunity with your company.

TAKE A CHRONOLOGICAL APPROACH
Start with earliest employment and work up to the present. Listen for the original objectives behind each job and how the candidate achieved the objectives. Listen for transitions from job to job or company to company. Were the job changes promotions with increased responsibilities? Did the candidate hop from company to company chasing the next opportunity? Were companies in financial straits requiring a downsizing that impacted the candidate? Lastly, discuss his/her current situation in terms of what is going well and what circumstances precipitate their current search.

BE SPECIFIC ABOUT JOB REQUIREMENTS
How well does the candidate line up with key responsibilities for the job? Good examples of clear requirements would be "5-10 years Plant Management experience with P&L responsibilities exceeding $250M" or "Successful implementation of I2 Factory Demand Planner" or "Grocery buying experience handling in excess of 5000 SKU's". This provides clear criteria to evaluate where the candidate meets or misses the mark for your post interview assessment.

BE HONEST ABOUT JOB CHALLENGES
When describing the company and position be accurate and forthcoming about the challenges of the job. Of course, portray the opportunity in an attractive light, but don't mislead the candidate by glossing over issues. Good candidates welcome a challenge, so find links between the job challenges and what the candidate has successfully done and enjoyed in the past.

LEAVE TIME FOR CANDIDATE QUESTIONS
Pay attention to his/her questions. Are the questions perfunctory, where the candidate is just going through the motions? Are they self serving, so that they might demonstrate their intelligence to you? Or are they genuine, analytical, and reveal a good understanding of your industry, company niche, and the job at hand?

FORMALLY CLOSE THE INTERVIEW
Formally close the interview with thanks to the candidate for coming and some indication of what possible next steps would be. Let the candidate know that you'll need some time to digest and review the information from the interview. Provide a window for when they will hear from you again.

 

     
 
     
 
 
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