WORKPLACE: Interviewing Words For The Wise

Finally we’re starting to get some relief in the job market. In most cities, the employment-classified section of the paper is thinner than it has been in the last three to four years and, perhaps even more important, employees are once again beginning to feel grateful that they have a job. This is good news for businesses — at least in the human resources arena.

While some of the pressure may be off in terms of the sheer number of employees seeking work, it’s no time to become complacent in the selection process. In the eyes of your customers, your business will always be judged by the people you hire. Even with the finest equipment and products, if you don’t have the right people to execute the service, your business will never reach its full potential.

Recently we were asked to compile a list of our best interview tips for a group of experienced CEOs. These were people who had hired hundreds of employees and "knew what they were doing." Quite a challenge.

Drawing from the thousands of opportunities we have had to structure the interview and selection process for companies, I set out to define the "best of the best" tips that I knew had made a real difference. The feedback from the group who received and began to consider the tips was remarkable. Most of them admitted to hiring by their "gut" and told their war stories about numerous mistakes and nightmare hires. They have since reported greater success and far better hires by applying these ideas. Many of them even told us they added the list to their palm pilot or their notebook for quick reference!

WORDS FOR THE WISE. We’ve all made hiring mistakes. But, as this group of executives learned, sometimes it pays to step back, slow down and consider a new approach to an old process. So, here are some interviewing "words for the wise." Why not use them during your next interview? You might find yourself as surprised as the "experts!"

• A resume is a balance sheet with no liabilities. They do exist and it is your job is to find them.

• Listen 80 percent of the time and talk 20 percent of the time. This is the No. 1 mistake made by interviewers. When you talk, valuable information can be lost.

• Hire for attitude, train for skill. You’ll be better off in the long run.

• In interviewing and hiring there will always be risk. The objective is to reduce the risk to the extent possible.

• The more time you spend with a candidate, the better the chances of making a smart selection. Some compare interviewing to dating. Take time to avoid surprises on the honeymoon.

• Beware of the halo effect. Don’t allow one positive characteristic to overshadow other more negative ones.

• Don’t put the cart before the horse. When candidates know what traits you’re looking for, they miraculously acquire them.

• Steer clear of questions related to Title VII protected classes: race, creed, color, sex, religion, age, national origin and disability.

• Realistically, it takes about one hour to get a candidate to relax and start opening up. Generally speaking, relaxed people are more apt to reveal their true personality.

• Avoid placing square pegs in round holes. When people feel the need to act unnatural, it creates stress. Stress lowers productivity. (Note: A personality profile can help determine fit.)

• Check all employment references. Personal references usually offer glowing reports.

• Don’t "wing it" and rely on your gut. Interviewing is both an art and a science. Develop a structured process and follow it.

• Conduct background checks and a drug screen. You might be surprised at the results.

• You can learn a lot about candidates by how they respond to your process. Those that value people will be impressed with a thorough, structured hire program.

• Don’t be afraid to ask. As long as it’s not an illegal question, it does matter, so ask it. There will be a day when you wish you had.

• Hire hard, manage easy. Or hire easy and manage hard. It’s your choice.

The author is president of the Winter Park, Fla., consulting firm, Seawright & Associates Inc. She can be reached at jseawright@pctonline.com or 407/645-2433.