Management Training - Interview Technique

Important: GDPR Email Preferences

As you may already know, the EU General Data Protection Regulation (GDPR) will be coming into effect on 25th May 2018. We take your privacy seriously and we are working hard to ensure we comply with the new data protection laws. You can find out more about how we're doing this in our privacy policy on our website.

We want to make sure you continue to receive the latest newsletters, blogs, special offers and more.

As someone who has opted-in to receive our emails in the past, we’d like to give you this opportunity to confirm what you wish to receive:

Just so you know, if you don’t let us know what kinds of emails you want to receive from us, we’ll stop emailing you on the 24th May 2018 - you'll be missing out!

You are of course free to change your mind at any time – just follow the link at the bottom of any of our emails.

Management training - Interview technique

In business you need to be able to pick good people.

You need to be able to avoid the dangerous ones.

A candidate may look good, sound good and be well educated, but if he later turns out to be:

Lazy
Disruptive
Dishonest

Then he-she can cost you dearly.

Selecting the right person is a vital skill

Not hiring the wrong person will save you much time and tears.

If you don't believe me, ask David Cameron.

Selection interview skills are good to have:

A selection interview is "A form of business communication, the purpose of which, is to enable the interviewer(s) to gather enough information to make an accurate decision, whether to employ a particular person, or not".

If an interview is to be effective, then you should prepare a definite method.

Employing the right person can be a profitable decision.
Employing the wrong person can be a disaster.

When thinking about the selection process, consider the following points:

1. Decide in advance a "theoretical ideal ".

1. Map out the job role, in detail.

Think about the job and map out all its aspects. What are the subset- tasks and duties this role requires of anyone who is hoping to fulfil it?

2. Then Map out the corresponding skills and knowledge required to fulfil the role.

Each aspect would necessitate certain skills and knowledge: make a list of all of them.

3. Map out the things you definitely DON'T want to see in the candidate.

Are there any attributes that must NOT be present: i.e. Low stress threshold?

For each skill, attribute or attitude, work out in advance how you will TEST for it, during the selection process.

Work out either:

1. A question

Think up the questions that will tease out whether this person has the knowledge, or not?

2. A test exercise

Think up an exercise that will test whether the person has the skill.

3. A situation

Place the person in a situation that will expose their strengths or weaknesses.
Then: Design a sequence of questions, tests or situations that will be applied to all the candidates, in essentially the same way.
Be careful that you do not accidentally contravene the legislation relating to discrimination laws.
Apply the same test to every candidate, fairly and evenly.

Additional points to consider:

Special Communication skills relating to interviews

• Remove the fear.

When people are nervous, it distorts their performance. So do all you can to take the stress and fear out of your process?

Don't spend the time talking too much: have the candidate do the talking.
Don't make yourself the star of the show. Put your candidates in the spotlight.

You need to evaluate them, not impress them, with how great your organisation is

• Distinguish between "Answers" v "responses" to questions.

Listen to how they react to your questions and distinguish between answers and responses to questions.
I.e. notice which questions they don't answer.

Watch for any signs that this person may be suffering from:

1. Laziness
2. Dishonesty
3. Uncooperativeness

You can't afford a lazy, disruptive or dishonest person in your business.
Some people can interview well and only later do you find out.
Be careful!

Lastly:

Remember the law

There are strict laws relating to unfair discrimination:

• Race
• Gender
• Age

For more information about our management training courses visit the Corporate Coach Group website

FREE Training Needs Analysis

FREE Training Needs Analysis!

In order to get the best from your training, you need to discover your relative strengths and weaknesses. Take our FREE training needs analysis questionnaire now and get a report in less than five minutes!

Your Comments

Blog Email Subscription

Do you want to receive an email whenever we post a new blog?
The blogs contain article 5-10 minutes long - ideal for reading during your coffee break!
If you wish to sign up for this, please click here.

Further Reading in Leadership and Management

• How can I better lead and motivate the team?
  Your success in life is related to the degree to which you are able to gain the willing cooperative assistance of others.
  Read Article >
• Short management training course
  Short training course for managers Where can you find a good short management training course? You need to find a short management training course because you are a manager, and you have recently come to the realisation that you have never had any training in management techniques, and that lack of...
  Read Article >
• Management Problems
  The three major reasons for management problems are: other people, poor systems and mother nature. In order to manage effectively, we need to develop our management skills.
  Read Article >
• Procrastination Causes Failure
  Many people fail, not because of what they HAVE done, but rather, because of what they HAVEN'T done. Procrastination is a very common way to fail.
  Read Article >
• How Can We Improve Leadership?
  The future success of your organisation depends on the quality of the decisions made by the leadership and the dexterity with which the leaders lead the team.
  Read Article >