Hiring the Best Ch 4
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Questions and Answers

What is the primary benefit of using telephone interviews for initial candidate screening?

  • They allow for more detailed discussions about company culture.
  • They provide an opportunity to assess the candidate's physical presence.
  • They enable a quicker, more efficient evaluation of candidate qualifications. (correct)
  • They allow for a more thorough assessment of a candidate's personality.

How much time can be saved using telephone interviews compared to face-to-face interviews, according to the text?

  • Telephone interviews can be 50–75% quicker. (correct)
  • Face-to-face interviews can be 75-100% quicker.
  • Telephone interviews and face-to-face interviews take the same amount of time.
  • Telephone interviews can be 25–50% quicker.

What is a major pitfall to avoid when hiring?

  • Avoiding candidates who did not attend a top-tier school.
  • Focusing solely on candidates with less experience.
  • Hiring candidates that resemble your own personal background. (correct)
  • Limiting the number of interviews that you conduct.

Why is it beneficial to have a diverse team?

<p>It allows the company to connect with a variety of customers. (C)</p> Signup and view all the answers

What is a common error to avoid that is mentioned in the text?

<p>Only considering candidates that are overqualified. (C)</p> Signup and view all the answers

What is the primary focus when scheduling telephone interviews with employed candidates?

<p>To allow the candidate privacy and convenience when scheduling (C)</p> Signup and view all the answers

When preparing for a phone interview, what ratio of speaking to listening should the interviewer aim for?

<p>20% speaking and 80% listening (C)</p> Signup and view all the answers

What should an interviewer do if they identify a mismatch during the initial phone interview?

<p>Ask the candidate for more information to confirm the mismatch (D)</p> Signup and view all the answers

What is one effective way to initiate a phone interview?

<p>Engage in pleasantries to build rapport (D)</p> Signup and view all the answers

How should the interviewer approach explaining the job details during the call?

<p>Share enough information to focus the candidate without overwhelming them (A)</p> Signup and view all the answers

What is the purpose of asking a candidate about their understanding of the job's responsibilities?

<p>To determine if they have the necessary skills for the position (A)</p> Signup and view all the answers

What is a recommended alternative if a candidate requests to reschedule the call?

<p>Suggest an email communication to find a new time (C)</p> Signup and view all the answers

During a phone interview, how can the interviewer maintain an objective evaluation of the candidate?

<p>By asking a consistent set of questions adapted from previous meetings (C)</p> Signup and view all the answers

What is essential for the interviewer to verify during the phone interview?

<p>The candidate's understanding of job priorities and responsibilities (D)</p> Signup and view all the answers

What should be the focus when asking about a candidate's responsibilities in a critical skill area?

<p>Expansive answers about the skill's application (C)</p> Signup and view all the answers

Why should you avoid asking candidates how many years of experience they have in a skill?

<p>It may lead to a focus on quantity rather than quality. (A)</p> Signup and view all the answers

What type of questions can be used to gauge a candidate's understanding of their job's impact on the company?

<p>Questions about how their work relates to company goals. (B)</p> Signup and view all the answers

When assessing a candidate's feelings about repetitive tasks, which aspect should not be overlooked?

<p>Their appreciation for the importance of such tasks. (D)</p> Signup and view all the answers

What is the primary purpose of having a set sequence of interview questions?

<p>To ensure objective assessment of each candidate. (B)</p> Signup and view all the answers

Which follow-up question allows you to explore a candidate's successful experiences?

<p>Why do you think you have been able to achieve success in this area? (B)</p> Signup and view all the answers

What should be explored when asking a candidate what aspects of their job they like best?

<p>Their interest in busywork versus essential responsibilities. (C)</p> Signup and view all the answers

What major qualities should a competent professional possess according to the interview process?

<p>A mix of transferable skills and professional values. (D)</p> Signup and view all the answers

What kind of information can you obtain by asking about a candidate's experience with specific job responsibilities?

<p>Their overall ability and suitability for the job. (C)</p> Signup and view all the answers

What is the biggest mistake mentioned in the content?

<p>Skipping the telephone interview and moving straight to in-person interviews (D)</p> Signup and view all the answers

According to the content, what is the goal of a telephone interview?

<p>To determine if the candidate has the necessary skills for the job and if they are worth meeting in person (D)</p> Signup and view all the answers

When is it acceptable to hire a candidate who has all the necessary skills and experience?

<p>When the candidate is a senior professional who has been impacted by a merger or layoff (A)</p> Signup and view all the answers

Which of the following is NOT a benefit of using a telephone interview?

<p>It allows you to assess the candidate's personality and chemistry (B)</p> Signup and view all the answers

What is the author's recommendation for hiring a candidate who has 70% of the required skills?

<p>Offer a salary at the midpoint range or below (A)</p> Signup and view all the answers

Why is it important to focus on the "must-have" critical skills in a telephone interview?

<p>Because these skills are essential for the job and will be assessed more thoroughly in person (A)</p> Signup and view all the answers

Flashcards

Telephone Interview

A method of interviewing candidates over the phone, often used as an initial screening tool.

Hiring in Your Own Image

The practice of hiring candidates who are similar to the hiring manager in terms of background, values, and experience, often leading to limited diversity and innovation.

Hiring Overqualified Candidates

Selecting candidates who are highly qualified for the role, potentially leading to underutilization of their skills and a mismatch between individual potential and job requirements.

Time Saver

The time difference between a traditional in-person interview and a telephone interview, highlighting the efficiency of the latter.

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Focus on Responsibilities and Deliverables

The advantage of a telephone interview in allowing the interviewer to focus on essential job-related details instead of spending time on pleasantries or building rapport.

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Hiring a fully qualified candidate

Hiring someone with all the skills and experience for a current job, potentially leading to boredom and lack of growth.

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Senior candidate with experience

A candidate who has significant experience but is seeking a new opportunity due to factors like layoff or merger.

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Candidate with potential for growth

A candidate possessing approximately 70% of the skills required for a role, allowing for growth and development within the company.

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Telephone/Skype interview

A preliminary interview conducted via phone or video call to assess fundamental skills and suitability for a role.

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Critical skills

The crucial skills required for a successful performance in a specific job role.

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Shortlisting candidates

The use of telephone/Skype interviews to narrow down a large pool of applicants to a smaller list of qualified candidates.

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Qualifying a candidate

The process of determining whether a candidate's skills and experience sufficiently align with the job requirements to warrant a face-to-face interview.

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Scheduling Interviews for Employed Candidates

Scheduling phone interviews with employed candidates requires sensitivity to their work hours. Avoid scheduling during business hours, offer flexible times, and allow them to initiate calls for discretion.

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80/20 Rule of Interviewing

The 80/20 rule of interviewing suggests the interviewer should talk only 20% of the time and listen 80%. This allows the candidate to share their relevant skills and experiences.

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Starting a Phone Interview

Start the conversation with a few pleasantries to create a relaxed atmosphere. Then, briefly introduce the job title and context, setting the stage for the interview.

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Understanding Job Responsibilities

Ask the candidate to describe their understanding of the job's responsibilities and deliverables in their own words.

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Identifying Crucial Work Aspects

Inquire about the candidate's most crucial work aspects to assess their priorities and values. Their response might reveal where they prefer to focus their time and effort.

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Assessing Current Responsibilities

Ask about the candidate's current responsibilities, particularly those related to the specific skills required for the advertised job.

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Phone Interview Purpose

A phone interview's primary purpose is time management. Gather enough information to determine if a candidate is worth interviewing in person.

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Addressing Mismatches

When a mismatch is identified during a phone interview, it's best to politely acknowledge it and move on. This saves time for both parties.

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Focusing on Critical Skills

Phone interviews should focus on the critical skills required for the job. Gather enough information to determine if the candidate possesses the necessary qualifications for the role.

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Targeted Questions

Asking questions about specific responsibilities related to crucial skills, to get insights into the candidate's experience and competency.

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Success Stories

Exploring the candidate's successes within the job role, probing into the reasons behind those achievements.

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Job Requirements Assessment

Asking the candidate to identify the essential qualities and skills needed for a particular role, to gauge their understanding of the position's demands.

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Big Picture Connection

Understanding how the candidate's job contributes to the department's goals and ultimately the company's overall objectives.

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Job Enjoyment and Dislikes

Asking candidates to identify the aspects of their current job they enjoy most and what they wish they could change.

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Repetitive Tasks and Work Ethic

Exploring the candidate's understanding of repetitive tasks and how they approach them, evaluating their work ethic.

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Job Search Goals

Understanding the candidate's motivations and expectations when seeking new employment.

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Structured Interview Process

Ensuring a consistent approach to interviewing by using a structured set of questions, promoting objectivity and mitigating bias.

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Quality over Quantity

Focusing on the quality of experience, rather than just years spent in a role, by asking for detailed descriptions rather than simple numerical answers.

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Study Notes

Telephone Interviews: A Time-Saving Hiring Strategy

  • Time Savings: Face-to-face interviews for mid-level professionals often take 30+ minutes, while phone interviews can be as short as 5–15 minutes, increasing efficiency by 50–75%. Senior-level interviews are longer, yet phone interviews still save significant time focusing on skills instead of small talk.

Interviewing Mistakes

  • Hiring in Your Own Image: Hiring based on personal preferences (e.g., shared schools, looks, etc.) is unethical and myopic. Ideal teams reflect customer base diversity, leading to better insight and improved client/vendor relations.

  • Hiring Overqualified Candidates: Hiring excessively skilled candidates can lead to boredom and employee seeking more challenges, raises, or promotions.

  • Exceptions: More senior levels with compensation as the primary driver and experienced candidates (often 50s & 60s) who may have lost out due to mergers/layoffs. These candidates know the job, bring experience, less likely to job-hop, and often trustworthy.

  • Most situations benefit from hiring candidates with 70% of job skills, allowing for growth and lower initial cost.

  • Skipping the Telephone Interview: Straight to in-person interviews is a mistake. Phone interviews allow you to quickly asses if the candidate is qualified to proceed to the in-person interview (within ~30 seconds you should know if the candidate can’t do the job). This avoids waste of your time and their time.

Phone Interview Techniques

  • Focus on Critical Skills: Phone interviews should be utilized as a screening tool only. Focus on essential skills, and don't probe into transferable skills or personality; these are not assessable over the phone.
  • Efficient Questioning: Interviewing style should emphasize active listening (80% of the time) and concise questioning. Questions are primarily focused on candidates understanding of the requirements of the position. Key questions include aspects of the job responsibilities and their experience.
  • Avoid unnecessary pleasantries: Get straight to the point and ask relevant questions.
  • Focus on the candidate's knowledge and understanding of the position, not on their entire background.
  • Use questions to assess the candidate's ability to complete core responsibilities. Examples: how their past work relates to present position, what aspects of his/her prior work he/she considered the most crucial etc.
  • Addressing Salary: Discuss salary early in the phone interview to avoid wasted time or effort. The goal is initial matching only; money isn't negotiated yet. Questions to ask: desired salary range and comparable starting salary of their last/current position.

Decisions and Follow-up

  • 3 Outcomes: Phone interview results in one of three outcomes:

  • Not qualified: End the conversation professionally by offering to keep them in mind for future opportunities.

  • Unsure/Need more info: Encourage the candidate to send an email with more detail.

  • Qualified: Schedule a face-to-face interview.

  • Follow-up: Coordinate interviews with relevant participants. Include elements such as confidentiality and procedures for salary and background checks.

Training and Succession Planning

  • Staff Training: Encourage staff involvement in the interview process by providing resources (e.g., this guide) and conducting practice interviews.

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Description

Discover the advantages of telephone interviews in the hiring process, focusing on time efficiency and skill assessment. Learn about common interviewing mistakes, such as hiring in your own image and overqualified candidates, to enhance your recruitment strategy effectively.

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