Viewing entries tagged
Interviewing
It’s an exciting time when you’re up for a job promotion. You’ve worked hard to get to this point and now you want to ace this interview. You aren’t a stranger to interviewing if you already have a job, but in this situation, you will want to stand out as someone who is a top contender for the promotion. Here are some tips:
When you gather candidates for a new position, it can be difficult to determine the most efficient way to vet them. Entry-level candidates can be a difficult read during the interview process. In fact, this group of candidates can prove to be difficult to interview. They may be very nervous, especially if this is their first round of job interviews, and they may not be comfortable giving thorough answers or go off track due to being nervous.
Reliability in the workplace is important for every business. How can you interview job candidates for reliability and learn about their work ethic before you make an offer? Below are five questions to ask every candidate.
The examples below provide a basis for interview questions that help determine a candidate’s reliability. You can adapt the questions or create new ones to match your business needs. Beneath each question is types of responses that can reveal a positive, or a problematic, work ethic.
Positive Responses
Provide examples of successes and accomplishments
Include expressions of satisfaction from completing projects and readiness for a new challenge
Provide details about what the candidate liked about the position
Problematic Responses
Include complaints of low pay
Express boredom at work
Complain about management
Positive Responses
Provide details
Clearly state results
Relate tangible benefits
Problematic Responses
Avoid giving an example
Are generic
Include complaints about management
Provide details of a missed deadline
Acknowledge how the candidate was at fault
Give a clear indication of what the candidate learned and how they worked toward improvement
Problematic Responses
“I always leave on time. I can only do so much in a day.”
Place the blame on someone else
Positive Responses
Reveal the candidate has a system to review work and catch errors
Express willingness to spend extra time to ensure work is correct
Indicate willingness to ask for assistance when needed
Problematic Responses
Include complaints about processes and the inability, or lack of time, to check work
Express over-confidence
Reveal a “nobody else cares, so I don’t care” attitude
Positive Responses
Show directions were followed
Indicate suggestions for improvement were offered later
Reveal a positive attitude was maintained
Problematic Responses
Imply directions were ignored or bypassed
Give evidence of anger or frustration
Include negative comments about guidelines or the management team
Screening and interviewing job candidates—and asking the right questions to reveal a person’s reliability—take a lot of effort. At WSi, we understand the details that matter in finding top talent to meet your business requirements and respect your work culture. Contact us today for expert assistance in finding the right staff.
When interviewing potential medical assistants, are soft skills as important to your healthcare organization as hard skills? Does your organization know the techniques required to conduct a successful interview? Consider some key factors.
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