INTERVIEWING

Cynics think the interview process is cursory, what can you really learn about someone in such an artificial exchange? We are idealists over here at Kineticom and we believe interviewing can be the single most critical opportunity you have to impact your company's future. The interview should tax you almost as much (or more) than the interviewee, if you do it right.

Before

• When reviewing resumes, be on alert for creative recasting of responsibilities or experience; if you doubt someone's claims, challenge them to clarify for you in a phone interview.
• At the same time, you should be creative: you may know what you want going into a search process, but don't be rigid in seeking an exact match to your reqs. Again, our mantra at Kineticom is people are people and shouldn't be boiled down to specs. There's value in unusual experience or talents you weren't necessarily seeking.
• Taking the time to phone interview someone who looks good on paper is always worth your time. With your needs for the position in hand, prepare questions for the candidate and drive to what is important for you to know to bring them in to meet you in person.

During

• You can't be prepared enough. Try to eliminate all interruptions and dedicate yourself to getting to know the person and having all your questions answered. (Hint: you should have questions prepared to ask!)
• Your questions should attempt to assess a variety of topics including the person's experience, their interpersonal skills, their work style, strengths and weaknesses, their career goals. One of our favorite questions to ask is "Why did you (or, do you want to) leave your last position?"
• Balance the assessment portion of the interview with a little attraction. Tell the candidate why they should want you. Top talent are attracted to winning companies, companies who have a strong brand that can be articulated across the org chart.
• Listen, take some notes, but keep listening.

After

• Plan to always check references. This is one of the easiest and most overlooked aspects of the interview process. Although some companies may balk at giving you more than standard confirmation of employment, if you can get additional information, it only helps you make a better, more informed decision.
• Don't delegate reference checking, it's too important a job to share with a junior team member.
• With all the information at your fingers, consider tangible and intangible qualities. Review your notes; recollections of your experience with the person; review the person's references and their comments; think about what your needs are and where this person measures up or needs support and whether you can offer that.
• However it's important to remember, with all these instructions, your gut can be an important measurement as well, although not nearly scientific. Don't discount it!