Join Cindy Mayer for an in-depth discussion in this video Having the interview conversation, part of Hiring Your Team.
During the body of the interview, you'll be assessing the applicant on the specific knowledge, skills, and qualifications that were defined in the interview plan. Remember, the questions defined in the plan should be asked of each applicant being interviewed for the role. So, be sure to cover all of the questions that have been defined. And ask appropriate follow up questions as needed. Sometimes, interviewers will take over the interview. Talking most of the time, in an effort to sell the applicant on either the organization or their team. When this happens the applicant doesn't get the chance to express the value they would bring to the organization.
And, inadvertently, it is an unfair interview process. Utilize active listening techniques where you listen and occasionally reflect back to the applicant what you heard. By doing so, you can confirm that you understand the key messages from the applicant and can ask follow-up questions if necessary. This helps you control the cadence and tenor of the interview as well. Your active listening is also expressed in your body language, so be conscious of the messages you're sending to the applicant through your gestures and expressions.
Good eye contact is essential to show interest in what the applicant is saying to you. Also, be careful not to reveal your initial impressions of the applicant or any negative responses, through your body language. Of course, you should also be conscious of the applicant's body language. If they seem tentative in their response, it may indicate that they're not confident in their answers. That would be a good time to ask a follow-up question or if they seem just disinterested in what you are saying or distracted while you are speaking, it may be an indicator that they really not interested in your role. When you are providing information check in with the applicant to be sure that they have a good understanding in what you are sharing. Let's check in and see how our interview is going. Michelle: So now, I'd like to learn more about your experience managing projects. Tell me about an experience you had where you had to manage team members from different departments.
How did you ensure that those team members were completing their tasks on time. And were there any challenges with timelines? Eric: Mm. Well when I worked for my former company I did manage a project that involved members of the sales, marketing and even an outside ad agency. So I used a project plan that I built into a spread sheet. And on that spread sheet it listed the task and the due dates. Now it also listed the members who were responsible for each task. Then I set up semi-weekly meetings with the production team to make sure that all the action items were being completed as followed.
Michelle: I see. And was the project completed on time? Eric: (LAUGH) Well, we maintained to say somewhere close to schedule. Michelle: I see. So you were successfully able to complete the project as planned? Eric: Well, there was one member Eric: of the sales team that was constantly late with his work. Michelle: And how did you resolve those challenges with that person from sales? Eric: Well I went to them. Michelle: Mhm. Eric: And to ask, you know, what was preventing him from finishing his assignments on time. Michelle: Mhm.
Sam: Because he was kind of falling behind, it was slowing down the rest of the proje, project team. What I found out was that, we were at the end of the quarter. And he was behind on his sales quota. So he was focusing all of his attention on sales. Michelle: And what steps did you take to make sure that he completed his tasks on time? Eric: Well, I asked if there was any kind of way I could assist him with his assignment. or if there was someone in his department that could assist him. What I wound up doing in the end was working with a sales administrator to complete his task. Now the project was completed late but we Eric: did get the project completed. Michelle: Thank you for sharing the details of how you accomplished your goal. Now, I'd like to focus on changes in the end.
>> I really liked how the interviewer maintained eye contact, had good body language And actively listen to the applicant. And you may have noticed that the interviewer asked an appropriate follow-up question, keeping a comfortable cadence with the interviewee. Finally, a question that comes up is whether to take notes during the interview. There are many opinions on this topic. Often organizations have policies on note taking during an interview, so it's a good idea to check with your HR team.
If you do wish to take notes, first ask the applicant if they're comfortable with it. Then only write down information that is specific to what the applicant shared regarding the job requirements. I recommend that you wait to write down your assessment until after the interview is complete. And then only if you will be rating all applicants using the same process.
- Assessing your needs
- Screening resumes
- Choosing your interview setting
- Understanding the types of interview questions
- Following legal guidelines
- Understanding interview bias
- Conducting an effective interview
- Dealing with interview challenges
- Conducting background checks
- Determining the offer package
- Writing a compelling offer letter<br><br>
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