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What are you Doing When You Interview?

An interview is a conversation with three purposes:

• Gather Information

• Persuasively Give Information

• Public Relations

With light-speed changes in the workplace and the marketplace, the skills and techniques used to bring in and keep qualified employees need to change too. Both internal candidates and external applicants may want the open position a manager is trying to fill. The challenge is to know exactly what you are looking for, who is available and how to sell the position and your company to them.

And once you get them, it’s simply NOT ENOUGH. You have to retain them and develop and leverage their talent. The workforce continues to change:

  • Up to 5 generations in the workplace

  • More women

  • More racial and ethnic deiversity

  • People staying longer or returning

  • Technological shifts and advances  

The Old Way Isn’t Good Enough

Traditional trial and error of staff selection is no longer effective. It may actually never have been as effective as we had hoped, but people seemed willing to give mistakes a home and a hope for improvment. Rather than viewing employee selection as a monumental task, the integration of effective hiring strategies into everyday duties is the only alternative for organizations that want to excel in the future

All of the employees who are charged with the responsibility of interviewing prospective employees should participate in training programs that prepare them for a strategic hiring focus. They should always be on the lookout for talent and enthusiasm, have a clear knowledge of the positions that are under their authority, and work to create the image that will attract and retain applicants.

Superior interviewing skills sharpen the ability to identify, hire, and promote the best in every field. If you suspect that there is room for improvement in interviewing and hiring skills in your organization, or that the employees who have the responsibility for interviewing are not getting the (guided) practice or feedback they need, don’t cross your fingers and hope for the best or pray for magical pixie dust to rain down on them!  A well tailored training program can help your participants make better judgements about whom to hire and promote, obtain information about the job and the candidate that are critical to making good hiring decisions, and get educated on employment laws and recent changes in the law.

Organziations that have cut back on critical training programs may have put their future into the hands of well meaning managers who lack the skills to hire well. When you understand how talent comes through your door, you can create internal vehicles that exploit your talent management strategy.  

This entry was posted on Thursday, April 22nd, 2010 at 10:34 am. Both comments and pings are currently closed.