Conducting Successful Job Interviews:
5 Tips and Interview Questions
to Avoid Bad Interviews

There are three important issues that greatly impact hiring and profitability:

• Issue #1: Current employment trends
  
• Issue #2: Actual costs associated with employee turnover and hiring mistakes
  
• Issue #3: Our human tendency to ‘thin-slice’ and to be influenced through unconscious bias

These three issues from Part 1 point to the need and requirement that companies large and small use effective tools and processes to make the hiring process more accurate. Simply put - you must be conducting successful job interviews!

Five Action Tips & Must-Ask Interview Questions...

Action Tips:

• 1. Create a simple hiring process that is thorough, constantly updated, and followed by everyone who hires. This is basic, I know, but many companies wing it. Make sure you've got this essential in place. And if it is already in place, continually refine and improve it.
  
  
• 2. Sell recruits on what's exciting about your company's mission, NOT just the job description. During the interview, the Candidate should talk 75% of the time, and the Interviewer only 25%. This is an important ratio to remember - 75:25. But when you, the Interviewer, do talk (during your 25%), be sure to share why working at your company matters. Share all of the meaningful aspects.  In the interview, initially, you want to inspire, interest and promote your brand. It does not matter whether this person is the top or bottom pick.
  
  
• 3. Determine the specific personal skills the job needs for optimum performance.  Don't just focus on background and experience.  Look at the attitude and emotional skills, like teamwork, results orientation, and decision-making ability.  The top 2 personal skills required for superior performance in almost every job are Personal Accountability and Self-Management. 
  
  For Personal Accountability, ask 1) Tell me about a time when it was necessary to admit to others that you had made a mistake. How did you handle it? Listen for examples & info that reveal high or low personal accountability.
    
  For Self-Management, ask 2) Do you consider yourself a good time manager? Please share the planning system you use and show me how you use it. How much time do you spend getting organized daily? When do you do it? What impact do you think this habit has on your results? Listen for examples & info that reveal high or low self-management.
  
• 4. Determine what the job will reward. Then, in the interview, focus on finding out what truly motivates your candidate. Make sure the job rewards MATCH what the candidate is intrinsically motivated by. For example, most sales jobs reward a high drive and interest in economic gain, and studies tell us that 72% of all top salespeople are driven by financial growth. 
  
  Three interview questions you should ask all SALES candidates to measure how strong their economic interest drive is are:
  1) How important is earning a lot of money to you? What do you consider to be "a lot" of money? 
  2) Where would you like to be, financially, in 5 years? Ten years? Why?
  3) What role does earning a significant income in your job choices? In staying in a job?
  
  
• 5. Make sure you have the right people on your team interviewing candidates. Do they understand the position, your benchmark, and the company’s vision? Are they trained in interviewing? Do they know the company’s hiring process? This is another basic that gets left behind when you're in a hurry. A poor interviewer is detrimental to your bottom line. (See the stats around the costs of poor hiring as a reminder!)

Download these five steps and interview questions.  They will help you avoid the “Warren Harding Error” and beat emerging trends and costs of high turnover and hiring mistakes.

Do not let the busyness of your everyday relegate the specific hiring process to something that you do at the last minute and get little thought. Make conscious hiring decisions by developing a mindful, high-priority hiring process.

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