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THE INTERVIEWING PROCESS -PART II

Nine Efficient Steps

In the last issue we discussed why he interviewing process can get bogged down and result in a poor process and therefore a poor result. If the process is streamlined, meaningful and consistent then the results will he great. Most people involved in the interviewing process especially those beyond the immediate manager are not as sure of the objectives or process of interviewing as we may think. We assume just because we involve a person in the process they know their objectives and role. Don't assume. Make sure everyone has a clear idea of his role.

There are ways to structure the interviewing process efficiently. Here are the ones we have found most efficient:

1. Set a deadline for hiring someone, NOT when they are essentially needed but at least two weeks before.

2. Start earlier than you think you absolutely need to. Three months before you need someone is too soon, but one month is too late. Remember that things will not go as timely or smoothly as you expect so allow for glitches.

3. Streamline those involved in the interviewing. Eliminate unnecessary tire kickers or screeners or people who's opinion might be nice but not necessary. Involve people who are responsible for the function of the position. i.e. those immediate supervisors who have something at stake in the fulfillment of the job. Never go beyond three levels of interviewing.

4. Coordinate the objectives of the interviewers. Make sure everyone who is interviewing knows what the absolute essential aspects of the job to be filled are. If the goal is to find a good accountant, make sure everyone involved knows to form an opinion on what kind of an accountant each candidate would make. A written list of objectives may be given to each interviewing manager. This avoids subjective evaluations of peripheral, unnecessary factors about the candidate.

5. Set aside specific schedules and do the best humanly possible to stick to it. There are going to be emergency interruptions simply because interviewing and hiring aren't the only things we have to do to run our businesses. But, when necessary, this process has to be a high priority for everyone involved.

6. Just do it! Get on with it! If time consuming procedures like running ads, collecting resumes, etc., are going to be adopted, the process needs to have a high action priority. These procedures elongate the process, are expensive and have a tendency to be just more paperwork. Don't let the process become more important than the result.

7. Call a good recruiter. In other HIRING LINES we demonstrate the time, effort, and money we can save. Our job is to manage the hiring process. We make it a top priority eliminating most of the time consuming fluff stuff.

8. Stop when there are two or three reasonable candidates and hire one! This process can go on and on endlessly. Odds are there are no better candidates available at any one time than another. Trying to find two or three perfect candidates is unrealistic.

9. Recognize the risk of making a mistake in hiring and be willing to take it. More importantly be willing to fire the mistake if it's made. We devote another HIRING LINE to this subject, but suffice it to say that this attitude is necessary.

The interviewing process has to be streamline in order to be effective.

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