“YouNeverGetaSecondChanceToMakeaFirstImpression”

•  Screencandidatesforaculturalfitwiththeemployer

•  Compareandcontrastvariousin-personinterviewstyles

•  Givecandidateswhattheyneedto“ace”theirinterview

•  There’sveryli>leintheplacementprocessthatwecancontrol.

•  Onanygivendayeitherpartycanhaveabadday.Doyourbesttopreparebothsidesaswellasyoucan.

•  “Younevergetasecondchancetomakeafirstimpression”and“Bethebest“you”youknowhowtobe.”

•  Let’slookatwhereour“valueadd”isintheinterviewprocess.

!  TakeagreatjoborderandaGREATcandidateinterview/datasheet! Youcan’tprepareacandidateforajobifyoudon’tknowwhattheclientisREALLYlookingfor.

! Speakwiththehiringmanager

! Restoftheteam! Whatisthehiringmanagertryingtoaccomplish?

! Whatchallengeswillthispersoncomingintothejobface?! Whatisthe“corporateculture”?

•  CandidateDatasheet– Howmuchdoyoureallyneedtoknowaboutyourcandidateandwhytheyareinterviewing?

– Allpeoplehavepa>ernsofbehavior.Youcanpredictsomeone’sbehaviorinaninterview.• Gothroughpreviousjobchanges• Askthe“magicwand”quesPon

•  Ifthere’sonethingyouwouldgiveawayorchange?

•  PhoneInterview– Thegoalofaphoneinterviewistogetaninpersoninterview.

– Themanagerislisteningforculturefit.– Peopledon’tgethiredtodoadifferentjob.– Theymustexpressinterestinthecompanyandopportunityandknowsomethingaboutthecompany.

– DoreferencechecksPRIORtoaninpersoninterview.

•  Howlonghaveyouknownthecandidate?•  WhatwasyourrelaPonshipwiththecandidate?

•  Whatwasthecandidate’smainroleandresponsibiliPes?•  Tellmeaboutthiscandidate’sperformanceparPcularlycomparedtootheremployeesattheirlevelorotherswhohavedonethisposiPonbefore?

•  Whatdoyouconsidertobethecandidate’stechnicalstrengths?•  Understandingthatnobody’sperfect,wheredoyouseeroomforimprovement?

•  WhydoyouthinkthecandidateislookingtomakeajobchangeatthisPme?•  Doyouthinkthecandidatepreferstosingle-taskormulP-task?Why?

•  Doyouthinkthecandidatewouldprefertobeanindividualcontributororpartofateam?•  Howdoesthecandidatehandlestress?

•  Howdoesthecandidateaccept/dealwithcriPcism?•  Tellmeaboutthecandidate’sprocesswhentheyreceivedirecPon.

•  HowdotheyhandledirecPonthattheydon’tagreewith.•  DoyouseeleadershipqualiPes?❑Yes ❑NoExample?

•  TellmeaboutaPmethatthecandidatehadtotakeownershipofsomethingthatwasnotgoingasplanned.•  Tellmeabouthowthecandidateinteractswithpeopleatalldifferentlevels?

•  DoesthecandidateeverdooralpresentaPons?TellmeabouttheiroralcommunicaPonskills.•  Haveyoureviewedanywri>enreportsordocuments?Tellmeabouttheirwri>encommunicaPonskills.

•  Tellmesomethingspecificthatthecandidatehasdonetomakeorsavethecompanymoney?•  Howwouldyoudescribethecandidate’spersonalityonadaytodaybasis?

•  Whatkindoffirstimpressiondoesthecandidatemake?Iswhatyouseewhatyouget?

•  Wouldyouwanttorehire/workwiththiscandidateagainiftheopportunitypresenteditself?❑Yes❑NoWhy/Whynot?•  DescribetheposiPonWhitakerhasinmind.Commentsonfit.Concerns?

•  Iftherewereonepieceofadvicethatyouwouldgivetothecandidate’sprospecPvemanager,whatwoulditbe?•  MaywesharethisinformaPonwithourclient?❑Yes ❑No

•  MayourclientcontactyoudirectlyiftheyhaveanyaddiPonalquesPons?❑Yes ❑No•  IsthereanythingyouwouldliketodiscussthatweleYout?❑Yes

•  InPersonInterview–  Peopleonlygethiredtomakeorsavemoneyoraddvaluetoacompany.–  Goalofaninpersoninterviewistogetanoffer.

•  Knowexpecteddresscodeinadvance•  Knowtheinterviewschedule(Pming)•  Knowtheinterviewagenda–Who•  FeedbackfromtheTelephoneinterview•  ReviewjoborderinformaPon•  Review“corporateculture”•  Oneononeor“team”panelinterview•  LunchordinnermeePngs•  Askforanoffer!!!•  Ifreloisinvolved…

•  Behavior-basedInterviewing–  Culture/Behaviorfit–  Discussskillsandaccomplishmentsinawaythatisconsistentwiththeculture

–  DoNOTdiscountroleofHR

•  FORMS–  PhoneInterviewPrepDocument–  ReferenceCheckForm–  InPersonInterviewPrepDocument–  BehaviorBasedWorksheet

CarolWenom,CPC,CTSVicePresident

Asheville,NC

828-298-1009carol.wenom@WhitakerTechnical.com