Twelve Tips for Better Interviews

Twelve Tips for Better Interviews

1. Watch out for halos.

The “halo effect” simply means that you let one outstanding trait overshadow other

characteristics that will affect performance. For example, if you interview a “good

talker,” you may be so impressed that you overlook several other behaviors you

should be concerned about.

2. Check it out.

Some job applicants lie about their education, experience, and other data. When

you’re serious about a candidate, check references and other information he or she

gives you.

3. Listen more than you talk.

Some experts advise that you speak no more than one-quarter of the interview time.

4. Keep an open mind.

Put your stereotypes and false assumptions in the wastebasket. If you lump people

together by gender, race, age, or other characteristics that are out of their control,

you’ll overlook many outstanding people. You also may be violating federal or state

employment laws. “Remember that you’re making a business decision, not a personal

one!” advises one manager.

5. Be considerate.

Most applicants are nervous, even if they don’t show it, and will appreciate your efforts

to put them at ease. A simple question like, “How did you find out about us?” or a

comment about the weather may be a good way to begin your interview. Don’t let

your employees interrupt with phone calls or knocks at the door unless there’s an

emergency.

6. Use clear and simple language.

Words don’t mean the same thing to everyone, and abbreviations, insider slang, and

industry jargon are hard for an outsider to understand.

7. Take good notes.

You may think you’ll remember what was said, but after a few interviews it’s easy to

get applicants mixed up in your mind.

8. Ask the candidate to paraphrase the job description.

After you've gone over the job description, ask the candidate to describe in his or her

own words what job you are offering and what kind of person you’re looking for.

This will tell you if you've clearly communicated the job to the employee.

9. Avoid asking leading questions.

You telegraph what you want an applicant’s answer to be if you say, “Wouldn't you

say that good communication skills are very important?” or “Do you consider

yourself a ‘people-person’?”

10. Understand that the hiring process is mutual.

Good workers are essential to the success of your property. As a manager, you’re not

just doing applicants a favor by hiring them; you need them, too. While you’re

interviewing candidates, they’re also looking you over and deciding whether they

want to work for you.

11. Send applicants away with a good feeling.

Some candidates are potential customers, and all of them will talk to other people

about their impressions of the property.

12. Make your hiring decision promptly.

If possible, at the end of each interview, tell the applicant when you plan to make

your decision. After you have made your decision, telephone or write all the

candidates to thank them for applying. It’s not just the considerate thing to do, it’s

also good public relations for you and your property.