1. Wily
.com

2. Agenda
Part of a larger recruiting program, but this is just about the interview
Good and bad interviews
Before the interview
During the interview
Situational & Behavioural based questioning
After the interview
3 things to remember

3. Great Interviews
A mutually respectful conversation that determines the quality of the match between a candidates skills and the competencies required for a specific position.

4. Bad Interviews
An inquisition that provides the illusion of power to the interviewer and a high level of anxiety to the candidate.
“Tell me about your Strengths and Weaknesses”

5. Why Worry about Interviews?
We want to stay out of jail
It is a corporate reputation issue
You “win it in the draft” -- good interview process greatly improves the chances of landing the best possible hire
Turnover is expensive

6. Human Rights in the Workplace
Do not ask discriminatory questions that require disclosure of an applicant's:
Race
Religious beliefs
Skin Colour
Gender
Physical/Mental disability
Age
Ancestry
Place of origin
Marital status
Source of income
Family status
Sexual Orientation

7. Know what you’re Interviewing For
Start with an up-to-date job description. If one doesn’t exist – write it.
Who do we want?
What skills?
What knowledge?
What experience?
What corporate fit?
What attitudes?
What outlooks?
Do we have realistic expectations?
Don’t chase the ‘hit the ground running’ myth.
What makes your good people good? Shout them out – list
Give me four words that describe Calgas inc.
What makes your bad people bad – traits – list on flip

8. Assessing before the Interview
Score and rank all resumes and choose a limited number to telephone interview (no more than 10)
Conduct a telephone “mini-interview” to wean the list down further
Remember cultural fit and what makes people in your team successful
Look for the clues
Career ADD
Cover letters
Relevant experience

9. Prepare the Candidate for the Interview
Let them know in advance who they are going to see
Let them know in advance what the process will be
Consider providing some or all of the questions to the candidate in advance
The interview starts from the moment they walk in the door

10. Prepare Yourself for the Interview
Remember you and the company are being assessed in this process as well.
Be respectful and professional
Read the resume in advance
Come with a list of questions
Turn off your Blackberry
Book an appropriate location for the interview
Attempt to keep the interview informal but professional

11. Interview Format Introduction Explain the process Ask your questions
Describe the job
Let them ask questions
Indication of timeline
Close.

12. Assessing a Candidate
What skills are nice to have, and what can be taught?
Where are you comfortable to compromise?
What is not up for negotiation?
Your intuition is a powerful tool in the interviewing process, but it is not the only one.
Score and rank interview performance
Try to involve at least one other in the interview

13. The Interview
Create questions that are based on the key needs identified in the job description
Design questions that build understanding
Use open and closed questions
Use situational questions….
…and behavioural questions

14. Situational “What would you do if……?”
“What would you do if you were given a project timeline that you knew you could not meet?”
“What would you do if you had a direct conflict with another employee?”

15. Behavioural “Tell me about a specific time when….?”
“Tell me about a time when you had to deal with a difficult customer. How did you handle it and what was the outcome?”
“Describe a time when you had to sacrifice your own goals for the good of the team”
Make sure you challenge the role they actually played and how much they were responsible as opposed to being part of a team’s success.

16. Analyzing the responses
Write down what themes you would like to see in their responses
Answer the questions yourself – what do you need the answer to be
Do you believe them?
Are they saying what they think you want to hear?
Challenge if you are not convinced.

17. Bring to a close
Provide realistic view on decision time and stick to it
If you are keen on them ask them to let you know if their circumstances change in the interim
Don’t promise anything until you have seen all candidates
Call unsuccessful candidates later out of courtesy.

18. 3 Things to Remember
Don’t underestimate the importance of interviews, and the risk of doing it badly
Don’t wing-it. Prepare in advance, follow up afterwards
Think of it as establishing a good match between competencies required, and the profile of a candidate.