7 Habits of Highly Effective Interviewers

By John Bishop

Talent WINS. Hiring is the fastest, least expensive way to increase the talent within your company. To hire A players you need a system.

Does this sound familiar? There is a new job opening at your company and the hiring manager start the process by going to HR and reviewing job description that is 3 - 5 years old. It includes basic information about the job requirements (i.e. education, experience and duties and responsibilities). All necessary information, but what is missing?

To hire A players you need to look at the job requirements more thoroughly. A job outlook form will help you make hiring a top priority by focusing on these key questions: How many A, B, C players are currently on your team? How will the new person increase the talent on your team, department, region, etc.? What are the competitive needs for the position today and 3 - 5 years in the future? Many new employees will only stay with a company less than four years. As the hiring manager, what will you do to maximize this new employee's productivity - quickly?

Armed with an updated job description and the job outlook form the hiring manager is ready for the interview. Below are some helpful ideas to help you make more high-impact hiring decisions.

7 Habits of Highly Effective Interviewers:

1) Develop a Job Outlook form — What does an A player look like for your company, region, sales team, etc. What are the top five core competencies you are looking for? What are the shared characteristics of your current A players? Review the strengths and weaknesses of your existing team and determine how the new hire will positive impact your team's talent.

2. Be ready — The candidate is ready, are you? Too often the hiring manager is fighting the pressure packed issues of the day and does not make the interview a TOP priority. Ever say to a candidate: "Please sit down while I read your resume." You have to be more ready than the candidate.

3. Develop an Interview Evaluation Form — Use the information developed in the Job Outlook and the Job Description to drive the candidate evaluation process. The evaluation form should answer one question. Will this person take ownership of their new position?

4. Don't fall in love — Investor's Business Daily says that 41% of all hiring decisions are made on appearance alone. Is that any way to run your business? In today's world, you cannot rely on the I'm a good judge of character hiring method. If you do, you can expect costly, time consuming employee issues that sap management's time and takes the focus off your company's goals and objectives.

5. Test – don't guess — Scientifically valid pre-hire employee assessments are never a go-no-go gauge for a hiring decision. However, they are an excellent, objective, review of what the candidate is bringing to the job. Often they will develop company specific job benchmarks that candidates can then compared to. Additionally, they develop targeted, open-ended, behavioral interview questions for those areas where the candidate does not meet the benchmark profile.

6. Listen — Managers need to talk less and listen more.

7. Develop a Decision Scorecard Form — decide objectively how each candidate compares to your current and future job needs, and to each other. How to these candidates compare to the needs outlined in the Job Description and the Job Outlook form?

These seven rules will help you hire more A players, but don't stop there. On-boarding should be a top priority at all levels of the organization. A new employee has to learn the ropes. If he/she is not correctly on-boarded they will go to others to find out the company's rules of the road. Will they go to your best employees or your biggest nightmare?

John Bishop has owned two companies, was the Vice President - Sales at another company, has authored two books to help people succeed and started a nonprofit to help students.

He works with business owners, CEOs, Sales Executives and HR professionals to help them update and enhance their hiring method to meet the needs of today's rapidly changing marketplace. Hint: Job descriptions help, but they are NOT the answer.

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