How to Interview People
The most fundamental aspect of any particular entrepreneurial endeavor and general business management is the fundamental aspect of recruitment, selection or retainment of the key people in any given organization. Recent data has shown that the organizations that have spent more time and resources recruiting the top talent in their organizations end up earning around 22% higher than other peer companies in their industry. Be that as it may, a large chunk of today’s employers do a complete 180 when it comes to selecting people. It may be outdated interviewing and hiring techniques or it may be an all in all want of skill. The critical responsibility thus gets the least emphasis. This article will seek to provide a relevant solution to this problem that plagues many businesses by using the teachings of Michael Flynn Mentor provided during the fifth week of the Michael Flynn Mentor Entrepreneur Academy.
“You cannot manage time you can only manage people in relation to it.”—Michael Flynn Mentor
Open-Ended Interview Questions
‘‘Could you tell me about a moment you took initiative and led the company in a new direction?’ Candidates will have to provide you with one or more challenges that they faced and the speciﬁc steps they took with their team to address them. From their responses, for instance, if they fudge their answer, it will be clear if the experience they purport to have is actually genuine.
Closed-Ended Interview Questions
‘‘Do you think of yourself to be a leader?’’ This query enables candidates to get off the hook by giving them an opportunity to give a simple yes or no, relatively limited answer. Therefore, close needed interview questions are not necessarily ideal for the interviewer-interviewee ecosystem.
When it comes to the art of interviewing, the questions which are directed at the person’s past performance are the most accurate and best indicator of their future results. A simple but equally powerful approach to the art of interviewing thus is to employ the use of open-ended questions so that they can talk about their accomplishments at the various stages of their lives and career. By asking the questions correctly, you will have with you a relatively accurate portrait of just how much they have been able to achieve up to this stage in their lives. Consequently, you can make decisions on whether they are able to realize the results that you are seeking from your prospective new hire.
Observe Non-Verbal Cues of Communication and Body Language
It is important to observe non-verbal cues of communication such as leg lifting as it creates a barrier and is often a sign of discomfort. Furthermore, it is critical to observe signs of fidgeting and tapping of fingers below or above the desk as this is a sign of anxiety and possible deception. An open palm signifies honesty while a closed palm signifies discomfort or deception. People usually touch there left hands when talking about money and the right hand when they are talking about there problems or other things coming in such as new information. This touching of the right hand often signals the difficulty they are experiencing while receiving new information or making a decision.
During the interview, it is important to:
- Format your questions so you give the same interview to everyone
- Shut-up or you will sell yourself the job
- Ask dumb questions
- Watch the body
- Listen to the breath
- Watch the fingers
- Tell me about a time when you succeeded
- Tell me about a time you failed- probe further
- At the 30 minute mark put them under stress for 10 minutes by giving them real-life problems in your business and challenge their answers
- Why do you want this job (Any passion?)
How to Negotiate in a Job Interview
For the interviewee, on the other hand, it is important he/she avoid salary discussions if possible until later For example: Interviewer: “What salary are you expecting?” Interviewee: “That’s negotiable, I will be happy to discuss that later if you feel I am suitable for the position” Useful questions such as “Can I think about that?” can be quite vital when you are in a difficult position and you are not sure about a certain response or decision. People often try and push you into making an extemporaneous decision. Gut feeling is everything. If it doesn’t feel right just say, “Let me think about it.” Don’t fall in love with anything. Don’t love it too much. It is easier to negotiate when you don’t have a very strong emotional attachment to the bone of contention.
What would you do if you were in my position? Is a powerful question you can ask in the event you feel you are stuck. How close will you go? Is a powerful phrase you could employ and by doing this you get to flip the position and ask them how close to your mark they will go instead of the other way around. How close to my figure will you go; not your figure but mine. Stay quiet first then ask this question as this forces a reaction. Follow this with “I need more than that” for example
Interviewee: (Silence) I need more than that
Interviewee: How close to 38,000 are you will you go?
Interviewer: (moves out of the room to deliberate with partners then returns) You have yourself a Deal.
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