You Can Hire Great People: Provide a Good Interview!

Media reports and Department of Labor statistics tell us that the economy is continuing to recover. Both small businesses and large corporations are hiring again. Much is written for graduating college students and other job seekers about how to interview well to gain employment. However, no matter how much the candidate practices, if the interviewer does not know what questions to ask, or how to conduct an effective interview, all the practice in the world is wasted effort. The problem stems from a lack of training for those who have been put in the role as hiring managers and not having a consistent talent acquisition strategy.

However, we must remember, interviewing is two-way street. The first street is Applicant Avenue. If you are the person applying for the job and your interviewer talks 70-80% of the time, or never asks a question about your qualifications, it's up to you to ask questions about job duties and mention how your experience is a good fit when the interviewer comes up for air. Don't just sit there nodding and smiling, hoping that gets you the job. Before you leave the interview ask your interviewer if they have any questions about your resume and qualifications. Remind them of what you have to offer.

The second street is Employer Drive. While interviewing may be one small part of your job, finding the right candidate is a critical process. Whether you are a small business owner or hiring for a large corporation, the way you structure the interview is important. It's the interviewer's responsibility to create a good framework for two-way discussion and a foundation to gain useful information. Every organization's needs are different, but here are a few upfront tips: You must first prepare a well-written job description in advance of scheduling interviews--know what you're looking for and why. What business problem are you trying to solve? What new opportunity do you want to pursue but don't have time to do? Always require a resume before interviewing to help you form more specific questions related to the candidate, your organization and the job description. Be sure to ask the same set of questions of every candidate. If you are seeing a lot of people you may forget who said what--take notes during the interview. Lastly, if possible, convening an interview panel is always a good idea. Split the questions among no more than three people then discuss impressions immediately after each interview using a rating system. A basic plan on how you will interview and what questions you will ask can make the interview experience better for both you and the candidate.

Last week, I gave a speech to a group of local small business owners on general interview questions to ask during first interviews and answers they should expect. Candidates, you'll want to take note too! Here's some of what I shared:

Question 1: Always start the interview with a general,non-threatening opening question or set-up how the interview will proceed. The opening conversation should serve to calm down both you and the candidate. If you have a 45-55 minute interview, you should spend at least the first two-five minutes trying to connect on a neutral topic or setting up the interview. Let the candidate know upfront that you have a few structured questions. Help the person feel at ease and you're likely to gain better information—and more honest responses.
Option 1: How were you affected by the recent heat wave/rain/cold snap?
Option 2: How was your holiday/weekend/day/morning?

Question 2: Tell me about yourself. This is a general question designed to see if a candidate knows what is appropriate to reveal without rambling. The candidate should not try to tell you every detail of their lives and family history. Listen for information related to three points: education, transferable skills/experience and maybe one interesting personal item (i.e. community service, recent overseas trip, etc.)The personal items serves to show they are human, it may also help you remember something unique about them. The candidate should be able to keep the answer brief yet give you basic insight into general facts about who they are and why they are interviewing for your position (i.e their personal brand statement, perhaps?). The candidate should always highlight at least one or more past experience/transferable skills that makes them the right person for the position and your company.

Question 3: Describe a time when you had to overcome a major obstacle. This question will help you get a clear picture of the candidate's past performance, self awareness and ability to choose an appropriate situation. The candidate should choose a work-related or academic example and not an overly personal one. Listen to see if the person plays the victim or the hero in the situation. The way the candidate recalls a situation gives you an indication of how they might solve simple to complex problems.
Option 1: Describe a time when you made a mistake, how did you handle it?
Follow-up with: If you had to do that again, how would you do it differently?

Question 3: What interests you about this position?
You should expect the candidate to talk about what transferable skills they have for the job and to tell you what they know about your brand, customers, reputation, or any other key statistics found on your website. The answer may also be personal such as a connection to your company; experience with your brand. Any of these answers (or a combination) are acceptable. A personal answer could indicate a connection to the business and a sense of ownership in whatever role they might play in the organization.
Option 1: What do you know about this company or organization?
Option 2: What motivated you to apply for this job?

Question 4: Do you work better with a team or alone?
Depending on the job, a candidate should be able to confidently choose one and explain why. However, it is acceptable for a candidate to say they can do both, depending on the tasks you expect them to perform. A good candidate will give more than a one word response. They will follow-up with a brief explanation of how and why they work well in either or both of the situations. You'll also want them to give an example of a team experience and the results of the team's work.
Option 1: Do you work better independently or with close supervision?
Option 2: Tell me about a time when you worked as part of a team. What was that experience like for you?

Question 5: If you were a tree what kind of tree would you be, and why? Go ahead, laugh! But this question can help you see how the candidate deals with surprises or obscure situations. This type of question helps break the cycle of well-rehearsed answers. As long as it's not a one word answer or too long, virtually any response is a good one. The key is to pay attention to attitude. Will the candidate play along? How much ease or difficulty did the person have in coming up with a response? The candidate who becomes too flustered or too serious, may indicate inflexibility. Beware of the candidate who avoids an answer altogether, this may indicate an inability to make basic decisions quickly.
Option 1: If you were a pencil would you be the lead (pronounced led) or the eraser?
Option 2: If you were an animal in the zoo, what kind of animal would you be,why?

Question 6: Describe a time when you encountered conflict with a co-worker(or boss)? How did you handle it? The purpose of this question is to learn more about the candidate's judgement and decision-making skills. This is an example of a situational question, but it also illuminates the candidate's thought process. You want to see whether the candidate deals with negative situations honestly yet diplomatically.
Option 1: What would you do if a co-worker got behind schedule on part of a project or task for which you were responsible?

Question 7: Why are you interested in this position or type of work?
With this one you can run the risk of a long, fake, drawn-out answer, but listen carefully for whether or not the candidate truly understands what you expect based on what they know about your organization or the skills needed to perform the job. This question is also about getting a sense of values, motivations and a keen understanding of your needs as a hiring manager. Concepts like values and culture can be subjective, but you should be looking for someone whose work ethic, motivations, skills and methods best match the company's.
Option 1: What keeps you coming to work besides the paycheck?

Question 8: What are your greatest strengths and what are your greatest weaknesses? Yes, this age old question still works. It helps you find out if the candidate is self-aware and comfortable talking about what they do well and what they need to improve. These should be asked as two separate questions. Watch for the ability to describe strengths in meaningful, work-related terms. “I’m a people-person” tells you nothing. Instead, “I connect easily when meeting new people.” With weaknesses, listen for the ability to describe traits or characteristics that are honest, not overly personal and demonstrate positive. The typical, rehearsed answer is, “I’m a perfectionist,” YUCK!it’s overused. You should look for an answer like, “I have high standards and get frustrated when others don’t do their best.” Good candidates will always be able to describe both their strengths and weaknesses with equal comfort.
Option 1: What would your colleagues say you do well? What would they say you need to improve?

Question 9: Why did you leave your last job? The answer to this question can help you determine the candidate’s wisdom and diplomacy. The candidate should never criticize a former company, boss, or colleagues. A good candidate will focus his answer on how this new job will give him/her the opportunity to contribute more in a particular area or use a skill that is key to helping your organization become more successful.
Option 1: What did you dislike about your last job/boss/company?

Question 10, Closing: What questions do you have for me?
Find out if the candidate has done his or her homework. Reversing roles communicates that you care about the candidate, and it will demonstrate how curious and knowledgeable a candidate is about your organization. If the candidate doesn't ask any questions about the job or the business, it's safe to assume they are just applying for any job. Listen for insightful questions that demonstrate a sophisticated understanding of the duties of the job, the company or the competitive landscape of your industry. A good candidate will always have at least one or two questions for you.

Be sure to ask a few questions customized to your specific industry and/or position. You'll want to leave the table knowing that person understands your business environment. Even if you need to fill a position quickly, take time to review your notes, compare answers and remember first impressions are lasting impressions-- sometimes you must listen to your gut. Give yourself at least 24 hours before making a decision or extending an offer. If you have the time, conduct a second interview with your top two candidates only.

K2L Consulting provides customized, in-depth workshops and coaching for small businesses, chambers of commerce and corporations on Hiring Great People! Leave an email address below if you are interested in learning more about our services.

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For College Graduates and their Parents

This economy has us all feeling a bit vulnerable when it comes to employment. Media headlines tell us that unemployment rates may be in double digits by 2010. While there are jobs available in many markets, laid off or experienced professionals along with newly minted college graduates are competing for the same entry-level jobs. As our December graduation approaches, I regularly speak with parents and college seniors who are thinking about what they will do after graduation. I've noticed that parents have a great influence on student behaviors and expectations during a job search. Here are a few concepts that both parents and college graduates should consider to avoid a meltdown in your relationship (and in my office) during these trying times.

Start early.
Many college graduates wait until the last moment to address their future. Recent research indicates that if you are not in accounting, engineering or nursing it can easily take up to six months or more to find a job after graduating. If you have waited, there are no quick fixes now. There are jobs in every market and industry, it just takes longer to find them and may require some flexibility. Avoiding a conversation about the future because the economy is bad, will not make it go away. A parent may have contacts that could help the new college graduate secure a job. If so, make sure it is the responsibility of the graduate to initiate and follow-up with the contact. Is the new college graduate willing to relocate? That may shorten the time it takes to find a job. While it may be scary at first, relocating to a new city, state or country can be a growing and exicting experience. It may also make the graduate more marketable if they return home after a year or two. A word to parents: Do not allow your graduate to blame the economy or anyone else for not finding a job. Resist the urge to whine and complain with the job seeker. Love, pray and encourage the job seeker at all times. The first professional job may not be your forever job, but your graduate must start the search and gain experience.

It’s a different world.
If you are a parent or adult coaching a new college graduate through a job search, you should be aware that many things have changed since you last applied for a job. What worked for 5 or 10 years ago may not work for today’s job seeker. The internet and social media now require nuances that you may not have had to consider. Online applications are common. If the employer does not have the option of attaching a resume then cut and paste from your resume into the application. If your new college graduate uses Facebook, MySpace or other social media, encourage them to be aware of the image portrayed to potential employers. Yes, 40% of recruiters say they are looking at social media to evaluate integrity, maturity and make hiring decisions. Blogs that have meaningful, interesting content or demonstrate technical knowledge are a useful way for an employer to get to know what you are capable of doing. Just make sure the blog is not a political, religious or social ranting about a controversial subject. Twitter.com and LinkedIn.com are good places to follow employers and join groups where you can be in the know about who is hiring and recruiters can contact you about an opportunity.

A one page resume is still preferred.
Employers are busy. On average, they are receiving 60 resumes for every one position available. To be sure you get noticed, keep the resume to one page as a courtesy and especially if you have less than 10-15 years of experience. Avoid using fill-in-the-blank resume templates because they may lose their formatting when emailed and are difficult to edit. Create a Microsoft Word document and also save it as a PDF. As a PDF, if you email it to employers it retains its formatting. Which leads to my next point, one size does not fit all. Customize your resume by highlighting skills and using words that relate to each job for which you're applying. Create two or three versions that highlight skills and interests that are valuable to an employer. Use verbs, (yes, action words) to describe what you’ve done in previous roles. Job and career objectives on a resume are optional. Recruiters and other employment professionals tell me that few people write them well. If they are too specific, a job objective can do more harm than good by shutting you out of potential opportunities. Summary statements are better. These are two-three bulleted sentences at the top of the resume that clearly state what you have accomplished and what you bring to the table. Community service, mission work, student government, sorority/fraternity leadership and other non-academic activities that indicate you are a well-rounded person should also be included on the resume. Checkout this resume mistakes link: www.myonlinecareerspace.com/training/biggest-resume-mistakes.html

Don’t overthink cover letters.
Typically, a cover letter should accompany a resume, but the cover letter can also be the body of an email with the resume as an attachment. Some employers may call this a letter of intent or a letter of interest. All are the same thing. A cover letter/email should be no more than two-three very short paragraphs. It should indicate where you found about about the job, who your mutual contact may be, highlight a few skills you possess relevant to the job, close with an action step and a thank you.

Good manners matter.
A few things that have not changed and still get noticed by employers: politeness, follow-through, a positive, energetic attitude and good (verbal and written) communication skills. Rudeness, arrogance, impatience and entitlement attitudes look ugly on everyone. You know who you are and what you do...stop it or better yet, start it: be kind and polite during your job search. While a job search can be stressful, there is no reason to be rude or arrogant.

Today’s job search requires the skill, patience and follow-through of an elite athlete in training. Cultivate your desire to find a job and stick with a plan until you accomplish your goal. Do one thing each week to keep your job search moving forward and your skills fresh. Send that resume, make that call or research an employer. A decision to do nothing is simply false expectations appearing real, hmmmm...that’s an acronym for FEAR. Brian Tracy says it best,"The key to success is to focus our conscious mind on things we desire not things we fear." And Dale Carengie reminds us, “Most of the important things in the world have been accomplished by people who have kept on trying when there seemed to be no hope at all.” There is hope and you must keep trying. Never give up and most of all don't be afraid to ask for help. Meet with your college or university's career service professionals for help with resumes, interviewing and creating a job search plan. It really is possible to cut through all the noise and get that first job experience you need. Oh yes, don't forget to get some exercise to release stress and so your interview suit will fit!

Having a Bad Day? Keep Running

I opened the November issue of Runner's World magazine with the same anticipation I do every month when it arrives at my house. I usually sit in a comfy chair near the fireplace with a honey sweetened, warm cup of green tea while devouring the pages of training tips, shoe recommendations and lists of races to enter around the country. But this issue was different. There on page 82 was a story about a friend I'd known during my corporate days in Wisconsin. Jenny Crain. There she was with those big, expressive eyes peering out at me from page 82. I paused after reading the title and my mind drifted to memories of years past.

Jenny and I first met at Northwestern Mutual in the late 90s. She was known around the company as a talented runner, had won many titles and was always training for something. While I never trained at her level, I do remember occasionally seeing Jenny when I ran along Milwaukee's beautiful lakefront or eastside.

We reconnected again in 2006. Our professional paths crossed as we both worked with field representatives and participated in events sponsored by Women in Insurance and Financial Services. I'll never forget during a conference in Colorado, all of the women swarmed the dance floor and we gyrated to the music showing off our best albeit pitiful dance moves. We laughed at the top of our lungs and enjoyed the moment of freedom from our serious corporate lives. Someone had a feather boa. Jenny wrapped it around her neck dancing the whole time and we all thought that was a hysterically funny sight. We continued dancing and laughing the night away.

Just before I left Milwaukee, Jenny and I had dinner at Hotel Metro in downtown Milwaukee. We joked about how our lives were rapidly changing and we could not predict the future. We talked business too. We spoke about how we might partner on projects to help coach women financial representatives to more successful practices. Jenny was full of good ideas. And of course, we talked about running. Jenny was training for the Olympic Marathon Trials. I shared how I was planning to run a half marathon soon. Jenny was her usual helpful, positive self and gave me tips on training properly. She made me feel like even my small goal was important and equally as impressive. We hugged and promised to stay in touch. By the middle of 2007, my husband and I had relocated to another state. With so much going on, I had not spoken to Jenny in about a year.

I remember getting the email informing Northwestern Mutual friends and colleagues that Jenny had been hit by a car while on a training run. I spoke to several of my former colleagues and we were joined together in our shock as we learned of the severity of her injuries. Someone created a care page and we left motivational messages for Jenny and her family. Being in another state, the last I'd heard was that Jenny was undergoing extensive rehabilitation and recuperating in a nursing home in Wisconsin.

Now as I held the pages of the November issue of Runner's World magazine, there was Jenny Crain peering back at me from her wheelchair. Those big, expressive eyes staring at me, yet I could tell this was a different Jenny. I read more of the story which was gut-wrenching. It contained details I did not know since I was not in Wisconsin at the time of the accident and have not lived there since. The accident had fractured her vertabrae, shattered her jaw, bruised her aorta and caused massive, severe brain damage. I now know that the brain damage has limited her ability to read, impaired her spatial awareness, limits her ability to swallow, prevents her from walking more than 50 feet and she even struggles to grasp a tea cup.

Last week, I was was complaining to no one in particular about having gained a few pounds, not feeling physically strong and not being sure if I was making a difference in my work. I was having a bad day. Heck, it was a bad week. It seemed nothing was going quite right. Whether we are searching for a new job/career or trying to figure out our life's purpose, I'm reminded of the truth found in cliche's: Live life to the fullest. Make plans but be flexible. Don't place limits on yourself or others (but be realistic). Avoid becoming self-absorbed. You always have something to give to another and its not always a material gift. Set goals and do one thing each day to bring you closer to your goals. Be kind to others. Live. Love. Laugh. Never give up. And most of all, don't wait too long to contact a friend, family member or colleague. These truths can also be found in another book that offers great wisdom and comfort. The Bible.

So my mind returns to Jenny. I'll think of the determination and endurance it takes for Jenny to take a simple step. I'll think of the strength it takes for her to try to lift a tea cup or to form a word.

As I sit here with my cup of green tea, I savor the golden, warm liquid and fond memories of my last conversation with Jenny. Her bright smile and that warm embrace. I read the final pages of my issue of Runner's World magazine and raise my teacup with a tear rolling down my cheek. Here's to Jenny Crain, a former colleague, friend and still a runner--just in a different way. I don't cry because of what she's lost I cry because of what she's still teaching us all. I can clearly see Jenny impacting lives and motivating us all from her wheelchair in Wisconsin, running just as she's always done. I promise even when I'm having a bad day, a bad week or doubtful moments, I'll keep running too! Thanks Jenny!