by Joan Lloyd - www.joanlloyd.com

The best job interviewers prepare well, talk little

Dear Joan:

Is there a good form or format to follow when conducting a job interview?

Dear P.S. - - - Seventy-five percent of a good interview happens before you ask the first question. Surprised?

If you want to be a "pro," write down the qualifications of the job first. Try to stick to objective things like years of experience,education, writing skills, etc. Some subjective qualifications, which are required for the position, may be necessary, like "ability to getalong with others," "work attitude," etc.

Next, write down some open-ended questions that directly relate to the qualifications, Open-ended questions usually start with "how,""why," "give me an example" - anything that won't result in a simple "yes" or "no."

If you've read this far, and consider the preceding steps to be time-consuming and unnecessary, you could: a) be susceptible togrievances or lawsuits, b) be likely to make a poor hiring decision, c) conduct a poor interview, d) all of the above. You guessed it, all ofthe above could happen, not to mention all the time you could waste trying to undo your mistakes. During the interview itself, try to doonly 20% of the talking.

Break the tension by starting with a bit of small talk.

Start with your open-ended questions about preliminary requirements to find out missing information. Then move tojob-related questions. Use probing questions to get the details you need.

Remember to stay focused on the job - it's too easy and tempting to get sidetracked by mutual philosophies and interests. If you both play racquetball, love to fish, and agree on what's wrong with the world, you could end up hiring a great friend but a lousy match forthe job.

Only ask questions about BFOQs - Bona Fide Occupational Qualifications. You could be on shaky legal ground if you ask questionsthat aren't relevant to the job: "How old are your children and who watches them?" "Have you ever thought of changing your name fromWiznerski to Wisner?" or "Have you ever been divorced?" are obviously not about BFOQs.

When you've finished questioning the applicant, tell him or her a little bit about the job and the company, including benefits. Don't dothis too early or you may give the impression the applicant has gotten the job. Sometimes interviewers do this unconsciously bynodding vigorously or telling the applicant they agree with their answers.

End up by asking if they would like to add anything regarding their qualifications that wasn't covered in the interview.

Allow time for questions and tell them when you will be making the hiring decision.

If you don't take notes during the interview, be sure to write some down later. It's too easy to forget who said what after interviewingseveral people.

Matching people with jobs requires both art and skill. Stick to the qualifications and both will come more easily.

JoanLloyd has a solid track record of excellent results. Her firm, JoanLloyd & Associates, specializes in leadership development, organizational change and teambuilding. This includes executive coaching, 360-degree feedback processes, customized leadership training, conflict resolution between teams or individuals, internal consulting skills training for HR professionals and retreat facilitation. Clients report results such as: behavior change in leaders, improved team performance and a more committedworkforce.

JoanLloyd has earned her C.S.P. (certified speaking professional) designation from the National Speakers Association and speaks to corporate audiences, as well as trade & professional associations across the country. Reach her at (800) 348-1944, mailto:info@joanlloyd.com, orwww.JoanLloyd.com