The Solution

96 Great Interview Questions to Ask Before You Hire is a practical, how-to guide for any hiring situation. This book teaches you how to evaluate:

• What is the individual's motivation for changing jobs?

• Could your organization fill the person's needs?

• Is this individual committed to progressive career management, or is he ''recruiter's bait'' waiting to jump at the next offer?

• Worse, could your interview merely be a ploy to leverage more money at his current company by accepting a counteroffer?

• Does this person adhere strictly to her job duties, or does she constantly assume responsibilities beyond her written job description and attempt to reinvent her job in light of her company's changing needs?

• How well does this candidate distinguish between high- and low-payoff activities, how does he handle stress, how does he accept constructive criticism, and what kind of work ethic does he have?

The Piece de Resistance

96 Great Interview Questions to Ask Before You Hire assumes that there are two levels of interviewing that are critical before you make a hiring decision: First, you interview the candidate who weaves a tale of past performance and achievements. That historical perspective helps you project what the future will look like because past behaviors will most likely be repeated. Second, you interview the candidate's former immediate supervisors, who can verify your insights into the individual's ability to excel in your company. For only with an objective, third-party evaluation can you be sure that a candidate's historical recounting of his performance is accurate.

More significantly, third-party references are one of the most valid tools available for predicting the future. Guaranteed? No. But insightful as to what it's like working side by side with this person every day? Absolutely! Discerning as to where the person will need the most support in the first ninety days? Of course! Incisive in terms of how best to manage the person either by providing lots of structure, direction, and feedback or by allowing him to be an independent, solo flyer with lots of autonomy and independent decision-making authority? You betcha! And while we're at it, we'll develop a methodology for getting former employers to open up to you over the phone and share their feelings about a particular candidate's abilities to make a successful transition into your company.

So, let's get ready to put together an interviewing and reference-checking blueprint that will catapult your candidate-evaluation skills to new heights, increase your confidence in mastering every hiring situation, and help you build better teams of coworkers who will give your organization the competitive advantage.

Best Practices in Recruitment and Selection

This book is a complete, hands-on guide to the employment process. There's not much theory to wade through—just questions to add immediate critical mass to your interview and suggestions for interpreting the answers you get. Written for senior managers, first-line supervisors, contingency recruiters, and human resources professionals, it guides you from start to finish through the entire employment process by highlighting:

• Questions to ask candidates through multiple rounds of interviews

• Reference-checking queries to validate your insights into the person's ability to excel in your company

• Counteroffer preparation

• Job offer negotiations

The premise for this book is a simple one: The best workers have the most options. Positioning yourself and your company to identify individuals with the strongest track records and to appeal to those top performers is what the interviewing and selection process is all about. You are both buyer and seller, critical observer and attractive commodity. For nothing less than your organization's bottom line is at stake.

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