Recently in my consulting business I have been reviewing resumes and interviewing prospective employee candidates for medical offices. If this has been a part of your job you know how difficult it can be. Weeding out people because their resume does not look good is a task that needs to be done, especially now when you can have 100’s of applicants. I cannot help but wonder if I am throwing aside a good candidate just because their resume tells me very little.
Once the selection has been narrowed down it is time for the first interview, which is over the phone. Depending on the type of industry you are working in and the job position, you will want to have questions that will help you weed out those that do not have the skills you are looking for. If the position require the use of a certain software you would want to ask if they have used it and if they have follow-up with several questions about the software that by their answers would show whether they really did know how to use the software or not.
The interviewer must have the natural ability to keep the candidate talking either about their prior jobs, accomplishments or themselves. The more you can get them to talk the more you will be able to find out about them personally. Getting the candidate to open up and relax while talking to you on the phone will make for a better face-to-face interview if they are chosen.
Once finished with the initial phone interviews pick your top 5 candidates to do the initial face-to-face interview with and then have a back up selection of 5. If you pick too many to do it can become quite draining and you may not give your all to each candidate when they come in, which would be unfortunate. If none of the face-to-face interviewees click as possible hires, then go to your second group selection.
In the first face-to-face pay close attention to the candidate’s appearance, communication skills, verbal and non-verbal, and how you personally connect with them. Always let the candidates know when you will be making a selection for the second interview this way if the time has passed they will know that they did not get called back. It is also nice to send a follow-up card thanking them for their time to interview with you. Remember you still want them to like your company even though they may not get the job.
When you bring the final candidates back for the last interview spend some time making talk about things that you have learned about them personally, like a sports team, hobby, or family life. Once you have them relaxed lead into information and questions about the job they are applying for and make sure you have a great question to ask them that will make them think, be challenged and bring out the best that is in them.
For example in my field when I am hiring for a front office medical receptionist I will ask “How will you greet our patients when they come in that will make them feel like they are special and we value them?”
Coming up with great questions that allow you to see who the candidates really are and if they have thought about what it will take to do the job they are applying for takes thought. You never want to ask questions that will make your candidates feel like you are interrogating them. It is important to help bring out the best of who they are so that you can see if they are the right person for the position that you have.
If you want to find the best person to hire you need to find ways to see whom your candidates really are. What are other ways that you have used or seen used to bring out the best in potential employment candidates?
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