You’ve probably read articles giving advice on how to handle job interviews – for the interviewee. But now, you’re sitting on the other side of the desk. In many ways it’s the more difficult position.
During the interview, the job candidate is trying to sell himself to you, and you are selling the job. Especially when you’re filling a critical position, the impression you make is as important as the one you are getting.
What are you trying to learn during this process?
· Is this a person you like being around? Is it someone you want on your team?
· Why does she want this job? If she’s not currently employed, why did she leave her previous postion?
· Does his personality fit with the people he’ll be working with?
· If the position involves working with clients, what kind of first impression does she make?
· How well does he handle a stressful situation (like a job interview?)
· How good are her communication skills?
In order to get enough information to make these judgments, you need to ask open-ended employer interview questions, like:
What would be your idea of an ideal job?
In the company where you currently work (or previously worked), what would you do differently if you owned the company?
Where would you like to be five years from now?
What skills or prior experience do you have that you think would be particularly useful in this position?
And of course, there are the old standbys:
What do you consider your greatest strength?
In what areas would you like to improve?
Other questions could be more job-specific.
Then there are the questions that you are not allowed to ask. This may vary from state to state, but in general you should avoid the following areas:
· Age
· Race or ethnic background
· Marital status
· Health (except when it relates to the ability to perform specific job functions.
· Children, child care arrangements, or plans to have children
Of course, the interviewee may volunteer information in these areas.