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Fi l e: H: \ Edu\ I nt er vi ew Do' s & Don' t s. t xt 2013- 10- 22, 12: 03: 24PM

Ther e s a l ot l ess sci ence i nvol ved i n most i nt er vi ewi ng deci si ons t han j ob- seeker s r eal i ze. I wr ot e an ar t i cl e f or Li nkedI n a f ew weeks ago, Fi ve Thi ngs You Must Not Do i n an I nt er vi ew and Fi ve Thi ngs You Must , t o hel p j ob- seeker s avoi d t he most common i nt er vi ewi ng bl under s and i mpr ove t hei ri nt er vi ewi ng ski l l s. These wer e based on my book, The Essent i al Gui de f or Hi r i ng& Get t i ng Hi r ed. Once j ob- seeker s have mast er ed t hese f i ve basi c DOs and Don t s,t hey can f ur t her i mpr ove t hei r i nt er vi ewi ng odds by al t er i ng how i nt er vi ewer smake hi r i ng deci si ons.

When eval uat i ng candi dat es, most i nt ervi ewers emphasi ze a candi dat e s l evel of di r ect ski l l s and exper i ence, and t he qual i t y of t he per son s i nt er vi ewi ngpr esent ati on ski l l s. From t hi s, t hey make j udgment s about t he candi dat e sover a l l abi l i t y, t eam ski l l s , wor k - e thi c, r esour c ef ul nes s, cul t ur al f i t , andf ut ur e pot ent i al , among ot her s. Whi l e t hese f act or s are usef ul i ndi cat or s of on- t he- j ob success, t here' s a l ot of guesswork i nvol ved when maki ng t he act ualassessment .

For candi dates who ar en t a perf ect mat ch on the ski l l s si de, or don t possesst he ri ght i nt er vi ewi ng per sonal i t y, t her e ar e some ways t o pr oact i vel y shi f t

t he i nt ervi ewer s deci si on t owards a more bal anced assessment . I t st art s byr ecogni zi ng t hat when i nt ervi ewers make t hei r assessment s, t hey f ocus on j ust af ew of t hese f i ve sour ces of i nf ormati on.

How I nt ervi ewers Make Thei r Hi r i ng Sel ect i on Deci si ons

The Amount and Qual i t y of t he Ski l l s and Exper i ence: i f a candi dat e has enoughof t he r aw ski l l s and exper i ences l i st ed on t he j ob descri pt i on, t he bet t eri nt ervi ewers wi l l at t empt t o det ermi ne t he candi dat e s compet ency usi ng t heski l l s. For candi dat es who ar e weak on t he absol ut e l evel of ski l l s l i st ed i nt he j ob descr i pt i on, but s t r ong on t he abi l i t y t o l earn rel at ed ski l l s , t hey' l lneed t o qui ckl y r ef r ame t he di scussi on by aski ng t arget ed questi ons r el at ed t ohow t hese ski l l s ar e used on t he j ob. Some i deas on how t o f r ame t hi s quest i onand answer i t pr oper l y ar e pr ovi ded bel ow.Fi r st I mpr essi ons. Ther e i s no evi dence ( r epeat none, nada, zer o) t hat f i r sti mpr essi ons pr edi ct on- t he- j ob perf ormance. However, t here i s ampl e evi dencet hat f i r st i mpr essi ons af f ect t he i nt er vi ewer s j udgment . For i nt er vi ewees pr onet o nervousness, or concer ned about t hei r f i r st i mpr essi on, bei ng phonei nt er vi ewed f i r st wi l l hel p. When i nvi t ed onsi t e based on a candi dat e' saccompl i shment s and past perf ormance, t he nat ur al t endency f or i nt ervi ewers t oover val ue f i r st i mpr essi ons i s l essened.

The Qual i t y of t he Answer s. The l engt h and qual i t y of an answer i s j ust asi mpor t ant as i t s cont ent . Gener i c st at ement s ar e qui ckl y f or got t en, e. g. , I m ar eal pr obl em- sol ver . Speci f i c exampl es of accompl i shment s demonst r at i ng ski l l sand st r engt hs ar e remembered, especi al l y when det ai l s, dat es, f act s and met r i csar e used. A good answer i s gener al l y 1- 2 mi nut es l ong. I nt er vi ewer s have no wayt o assess c ommuni cat i on ski l l s when t he answer s ar e t oo shor t . Candi dat es whot al k t oo much are consi dered t oo sel f - absor bed or bor i ng.

The Qual i t y of t he Quest i ons. Thi s i s a ver y power f ul t ool t hat f ew j ob- seeker s

f ul l y ut i l i ze. I nt er vi ewer s ar e i mpr essed when t he quest i ons ar e i nsi ght f ul ,pr obi ng, and i mport ant . The best questi ons i nvol ve get t i ng cl ar i t y ar ound t he j ob and how i t r el at es t o t he busi ness. Sel f - ser vi ng quest i ons ar e det r i ment alunt i l t he i nt ervi ewer has si gnal ed t o t he candi dat e t hat he or she i s bei ngseri ousl y consi dered.I nt er vi ew Per sonal i t y. Many concl usi ons ar e dr awn about l eadershi p, work- et hi c,cul t ura l f i t , pot ent i al , i nt el l i gence, and t eam ski l l s based on how asser t i ve,af f abl e and ar t i cul ate t he candi dat e i s dur i ng t he i nt ervi ew. Peopl e who don t

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