During interviews with potential employees, ask probing questions requiring detailed responses, not just “yes” or “no” answers.  It probably goes without saying that the goal is to evaluate whether the applicant is capable of and willing to perform the job requirements.  Utilize what you learn on the job application, resume and through testing to ask very specific questions associated with the job requirements.  Some things to keep in mind are:

·         Before the interview (and really testing) determine what skills and personality traits would be well suited for the position.

·         Review the application and test scores to determine what traits the applicant has that fit with the requirements of the job and what traits do they have that just don’t?  Example; you generally would not want a timid salesperson or a finance person that was not detail oriented.

·         Just because the applicant was working in a similar position before doesn’t mean they were capable of doing the job.  Ask very specific questions like:

o    How did you perform your job?

o    What skills do you have that made you well suited for the work you were performing?

·         Ask “How have you handled _____ in the past?” type questions related to the job requirements and necessary skills to perform the job.

·         You are looking for a skill set and the right person for the job might not always have the most experience.

·         Look for accomplishments that the applicant has had in the past not just activities performed.  Accomplishments should really be about results.  Example; I worked in an outbound call center and my call rate was ___ per hour compared to the company average of ____ and I converted ____ calls to sales.  Then ask a follow up question regarding how they were able to accomplish it.

·         Get a feel for how well the person’s personality fits with the rest of the group.  

This is really just a sample of the types of questions you can ask and evaluations you should be making during the interview process.  Some skills tests will actually give you probing questions that should be asked and an indicator of how the person’s personality will fit in certain types of professions.  To learn more, go to www.panpowered.com, where you can find a multitude of tests to fit your needs.  Remember, extra care on the front end to hire the best match can save on unemployment costs on the back end.  The average claim will cost an employer about $4,500 in benefit charges. 

Tammy Mullin