Comments on: 40 Questions You Should Be Able to Answer About Your Hiring Process http://www.ere.net/2007/10/23/40-questions-you-should-be-able-to-answer-about-your-hiring-process/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Mon, 23 Nov 2009 11:02:01 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Steve Waterhouse http://www.ere.net/2007/10/23/40-questions-you-should-be-able-to-answer-about-your-hiring-process/comment-page-1/#comment-4901 Steve Waterhouse Thu, 25 Oct 2007 02:08:00 +0000 http://www.ere.net/2007/10/23/40-questions-you-should-be-able-to-answer-about-your-hiring-process/#comment-4901 Thanks Jim, One of the issues that any interview presents is that of the mask worn by the candidate. Most of us adjust out behavior in some way and are often least like ourselves normal in an interview. This is why you hire a person and then wonder where the person you interviewed went! Studies have shown that few of us are capable of seeing through the mask on our own. Using a behavioral assessment tool gives you additional insight that might only have been gained after months of working with a person. It can open up a line of questions that can get to the heart of 'job fit'. Tools like the Predictive Index and others can even show you how the person you are interviewing differs from the person inside. Most of us who represent these tools are happy to let you try them. If you do, you may find that the effectiveness of your interviewing improves dramatically. Steve Waterhouse www.predictiveresults.com Thanks Jim,

One of the issues that any interview presents is that of the mask worn by the candidate. Most of us adjust out behavior in some way and are often least like ourselves normal in an interview. This is why you hire a person and then wonder where the person you interviewed went! Studies have shown that few of us are capable of seeing through the mask on our own.

Using a behavioral assessment tool gives you additional insight that might only have been gained after months of working with a person. It can open up a line of questions that can get to the heart of ‘job fit’. Tools like the Predictive Index and others can even show you how the person you are interviewing differs from the person inside.

Most of us who represent these tools are happy to let you try them. If you do, you may find that the effectiveness of your interviewing improves dramatically.

Steve Waterhouse
http://www.predictiveresults.com

]]> By: Jim Cargill http://www.ere.net/2007/10/23/40-questions-you-should-be-able-to-answer-about-your-hiring-process/comment-page-1/#comment-4900 Jim Cargill Wed, 24 Oct 2007 03:59:00 +0000 http://www.ere.net/2007/10/23/40-questions-you-should-be-able-to-answer-about-your-hiring-process/#comment-4900 Good article, good questions, and good replies, especially by Steve. For whatever reason, the final 10 questions turned mostly to closed-ended questions, instead of open-ended. The biggest issue I see is not whether a person CAN answer these questions, but WILL they answer these questions. Most HM's and HR people tend to volunteer little info, and try to wrap up the interview shortly after their questions are answered, which has generally been the proper interview model. However, the really great interviewers today realize that they must incorporate discussion about themselves, the company, and the job in order to create more interest for the most outstanding candidates. Great candidates have many choices, and interviewers who fail to court the best candidates, and fully answer all concerns they may have, will not be hiring the best candidates. Good article, good questions, and good replies, especially by Steve. For whatever reason, the final 10 questions turned mostly to closed-ended questions, instead of open-ended.

The biggest issue I see is not whether a person CAN answer these questions, but WILL they answer these questions. Most HM’s and HR people tend to volunteer little info, and try to wrap up the interview shortly after their questions are answered, which has generally been the proper interview model. However, the really great interviewers today realize that they must incorporate discussion about themselves, the company, and the job in order to create more interest for the most outstanding candidates. Great candidates have many choices, and interviewers who fail to court the best candidates, and fully answer all concerns they may have, will not be hiring the best candidates.

]]> By: Steve Waterhouse http://www.ere.net/2007/10/23/40-questions-you-should-be-able-to-answer-about-your-hiring-process/comment-page-1/#comment-4899 Steve Waterhouse Wed, 24 Oct 2007 01:24:00 +0000 http://www.ere.net/2007/10/23/40-questions-you-should-be-able-to-answer-about-your-hiring-process/#comment-4899 This list is a good start, but how you arrive at the answers may determine your success. For example, if you ask HR, a manager and a co-worker to all answer the questions about the job, you are likely to get different results. The key is to synthesize the answers into a pattern that is most likely to find a successful candidate. Using a tool like the Predictive Index PRO you can build an effective consensus. Steve Waterhouse www.predictiveresults.com This list is a good start, but how you arrive at the answers may determine your success. For example, if you ask HR, a manager and a co-worker to all answer the questions about the job, you are likely to get different results. The key is to synthesize the answers into a pattern that is most likely to find a successful candidate. Using a tool like the Predictive Index PRO you can build an effective consensus.

Steve Waterhouse
http://www.predictiveresults.com

]]> By: Diane Fox-Gibson http://www.ere.net/2007/10/23/40-questions-you-should-be-able-to-answer-about-your-hiring-process/comment-page-1/#comment-4898 Diane Fox-Gibson Wed, 24 Oct 2007 01:05:00 +0000 http://www.ere.net/2007/10/23/40-questions-you-should-be-able-to-answer-about-your-hiring-process/#comment-4898 I tend to agree to a certain extent. When I am recruiting I try to learn everything I can about the client and their culture so I am informed. I am just a very thorough person. We were always taught to research the company before hand etc. However, today's society is the 'me, me, me generation' thus we tend to spoon feed them everything. It is 'what can you do for me' for the younger client. So we provide them everything just as they for the most part have been provided everything their whole lives. I tend to agree to a certain extent. When I am recruiting I try to learn everything I can about the client and their culture so I am informed. I am just a very thorough person.

We were always taught to research the company before hand etc. However, today’s society is the ‘me, me, me generation’ thus we tend to spoon feed them everything. It is ‘what can you do for me’ for the younger client. So we provide them everything just as they for the most part have been provided everything their whole lives.

]]> By: Steve Guine http://www.ere.net/2007/10/23/40-questions-you-should-be-able-to-answer-about-your-hiring-process/comment-page-1/#comment-4897 Steve Guine Tue, 23 Oct 2007 01:24:00 +0000 http://www.ere.net/2007/10/23/40-questions-you-should-be-able-to-answer-about-your-hiring-process/#comment-4897 Hi Dr. Kannisto, I read your article with interest. I must say that I agree with most, but disagree with a few of your questions. Numbers 1, 2, 8, 9, 12, 13, 14, and 23 are, in my humble opinion, the responsibility of the candidate. The prepared candidate will have conducted research on the firm they are interviewing with. While number 8 can go either way (and I will cede the point that it is good to hear what the representative of the firm will say), this is information that is obtained through the process of discovery by the candidate. While I make every effort to provide directions to the firm, it is easily gotten via a google or yahoo map search. There are tools available that make finding information about a firm easy. Vault, Hoovers, and D&B are great tools for researching a firm. My concern is that we are doing too much for candidates, and should expect some initiative on their part. I welcome all thoughts on this topic. Best, Steve Guine Hi Dr. Kannisto,

I read your article with interest. I must say that I agree with most, but disagree with a few of your questions. Numbers 1, 2, 8, 9, 12, 13, 14, and 23 are, in my humble opinion, the responsibility of the candidate. The prepared candidate will have conducted research on the firm they are interviewing with. While number 8 can go either way (and I will cede the point that it is good to hear what the representative of the firm will say), this is information that is obtained through the process of discovery by the candidate. While I make every effort to provide directions to the firm, it is easily gotten via a google or yahoo map search.

There are tools available that make finding information about a firm easy. Vault, Hoovers, and D&B are great tools for researching a firm.

My concern is that we are doing too much for candidates, and should expect some initiative on their part.

I welcome all thoughts on this topic.

Best,

Steve Guine

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