Improve Your Interviewing Skills as the Interviewer

April 19th, 2013

Interviewing well is a talent for both sides of the desk. It is an art that takes two people to perfect. The interview should be a give and take and everyone involved should leave with a complete picture of the potential partnership. Here are seven tips for improving your skills as an interviewer.

  1. Read and research. Potential candidates are expected to have researched the company and the job before showing up to an interview. The same respect and preparation should be given by the interviewer. Review their resume completely and check out their LinkedIn profile for additional information. If both sides are well prepared the conversation should be easy and informative.
  2. Your complete attention. It is sometimes difficult to forget about all of the other things happening in the office during the interview. Your candidate deserves your undivided attention and it is respectful to provide it to them. Listen carefully and don’t feel the need to fill any silence. If you don’t fill the gaps the candidate is likely to continue sharing information with you.
  3. Scenarios not questions. Behavioral interviewing is a process by which you learn how a person would react in a specific situation. Think about a real situation that has or could happen in your department. Present it to them and ask how they would react in that situation. This will typically give you a more honest understanding of their personality for the job rather than answering general questions they practiced before arriving.
  4. Avoid the quirky questions. Some interviewing advice suggests that you ask some unconventional questions to make the interviewee pause and consider their answer. Questions might include “if you were any animal, what would you be?” This method doesn’t really provide any value and only makes the potential candidate uncomfortable speaking with you. Avoid these questions.
  5. Unspoken language. Body language is another good way to understand each other. You can gauge a lot by noticing if they are nervous or if they make proper eye contact. Are they sitting back with their arms crossed? Are they leaning forward and mirroring your body language?  All of these can be clues to their personality.
  6. Individual and company values.  Your organization already has a developed company culture. It is important that the new candidate fit in well with your current team and share the same values as your organization in general. This might be the most important aspect of the interview because of this kind of chemistry doesn’t exist it can’t be forced.
  7. Give them homework. You want to see how your potential candidate performs so give them a task to complete. When you schedule the interview suggest that they bring in a formatted letter or a spreadsheet with specific information for your review. This way you can truly understand how well they do at the skills you need.

Are you looking for your next superstar candidate? Contact the recruiters at Meador Staffing to see how we can help you today! 

What Engages Employees on the Job? | Pasadena Business

March 29th, 2013

Keeping your employees engaged and happy on the job will ensure that your company has an opportunity to stay competitive in today’s market. Employees are spending more time engaged with Facebook in the office than their own job functions and this is costing companies a lot of money in lost production. How do you make the job as engaging as social media? Here are three practical tips for enhancing your employee engagement.

  1. Direct Supervisors. The most important relationship in the office is the employee/boss partnership. If either party doesn’t like or doesn’t trust the other the employees will look for ways to avoid engagement with their jobs.  One common reason that employees and supervisors don’t get along is because of the generation gap in today’s workforce. Generation Y and Baby Boomers are often pitted against each other and their work ethics and communication styles couldn’t be more different. Gen Y is truly looking for mentors to help them advance their career so refocusing your Generation X and Boomer management team in this direction can be a good first step. Talk to everyone about their experience and develop a plan to make improvements.
  2. Effective communication. Many disengaged employees feel that the company is not honest or open enough about their goals or processes. In order for employees to feel like they are part of the team they need to fully understand what is happening with the business. Provide quarterly reports to them and keep them up to date on changes in processes, enhanced procedures, and even the financial situation of the company.
  3. Company values. In today’s globally aware business environment employees like to know that their employers are socially conscious and environmentally sustainable. However you chose to implement this within your own organization be sure to communicate it to your existing team and to potential candidates. If you spend time determining if a candidate is the right fit for your company culture and excited about the business from day one you will find that you aren’t losing money on replacements.

Do you want more tips on hiring engaged employees for your business? Meador Staffing  can help you today!