Stuff You Should Know

[dark_crystal]

Originally Posted by Lyte

INTERVIEW QUESTIONS

Many of the larger companies use what's call the STAR method. I've worked for a few employers who do and we had to write down what the person said under each ... under the S, the T, the A and the R. <-- going that far is a big pain in the ass but it's very good way to catch if the applicant has just answered your question. As the interviewee ... it's a very good way for you to know if you just answered their question.

STAR is...

Situation
Task
Action
Result

STAR = "Tell me about a time when..." type questions.

Regardless of whether or not the interviewer is using the STAR method, you should be, and this is why I say don't rush to answer! Take a few seconds to find a SITUATION that fits the question... what was the TASK involved... what ACTION did you take... what were the RESULTS of your action.

The interview essentially public speaking ... acting... a performance... and for this reason it's the area that is most often blown in the hiring process. After the interview, think over how you felt while sitting there and how you felt about your answers. Write down their questions... write down your answers... write down better answers if you think there was a better answer. <-- Most companies ask the same question just in different ways. The interview is theater... performance... the better you know their lines as well as your own lines... the better you'll perform.


Questions?

I give my candidates the interview questions in advance.

Especially now that we have to use the "tell me about a time when..." type of questions. In the moment it can be hard to think of a good example and having them grope and panic for an answer was excruciating for me and disheartening for them.

I feel like the advantage in NOT giving the questions in advance is that it cuts down on opportunities to make something up, but the disadvantage is that the interview is about more than instant recall and quick thinking and stressful situation make people weak in those areas even when they are normally strong.

What do you think of this practice?

[Lyte]

If the practice you're using results in locating candidates with the right skill sets then it's the perfect practice for you and your company!

You're right... I can see pluses and minuses with giving the questions out in advance. Again, whether they're pluses or minuses depends on what skills you're after. For example, we couldn't use that technique for one of the positions that I interview for because the position requires some skill in sales. They don't have to have previous sales experience BUT... they do have to be outgoing, a bit chatty, and be able to think quickly. So, we have to ask the questions in person and we even have one question... statement actually... where we ask them to "sell us" something in the room we're sitting. lol They've plenty of stuff to choose room... there's a big screen TV, stereo, computer, big oak desk, plants, etc. Yup, they have to think fairly quickly, on the fly, be creative, and some do well and some not so well.

Funny thing... I interviewed a gal yesterday who said in her last interview the person asked her to give five alternate uses for the pen in his hand. I which I could recall what the position was that she was interviewing for... but it wasn't sales. We all laughed because it reminded us of the "Sell me this pen" lines from the movie "The Wolf of Wall Street." SMH

You're right too... people do have to "grope" for answers during an interview and that can be painful for everyone! When I'm faced with someone who's clearly nervous ... not very responsive... I'll put the pen down and try and just have a conversation with them. Also what sometimes appears to be nerves is a preoccupation with what's being written down. When possible, it's great to have two people in the room... one asking the questions... engaging the person in a "conversation" while a different person is taking notes.

Now, I have questions! I've not tried your interview practice... giving the questions out in advance. What sort of position are you looking to fill or what skills are you looking for? Have you used that technique long enough to see how it's working out? How's is working out? I'm definitely intrigued!

Originally Posted by dark_crystal

I give my candidates the interview questions in advance.

Especially now that we have to use the "tell me about a time when..." type of questions. In the moment it can be hard to think of a good example and having them grope and panic for an answer was excruciating for me and disheartening for them.

I feel like the advantage in NOT giving the questions in advance is that it cuts down on opportunities to make something up, but the disadvantage is that the interview is about more than instant recall and quick thinking and stressful situation make people weak in those areas even when they are normally strong.

What do you think of this practice?