Following are the notes from a presentation I gave recently…
How to Interview Anybody for Anything!
- Interviewing Anyone About Anything applies to employees, contractors, tenants, nannies, babysitters, house-sitters, elder care providers, friends, dating, information gathering, etc.
- Interviewing is a prediction of a person’s character and intent.
- Successful interviews are based on common sense, instinct, intuition and checking references.
1. Define Your Ideal Candidate
- What skills, knowledge and expertise should this person have?
- What qualities will make this person a good fit?
- What attitude/personality should the person have?
- How much are you willing to pay for them (at each level of experience)? Define your budget.
2. Design your Interview
- Define your screening criteria – a list of minimum requirements.
- Decide upon the structure of your interview (formal vs. informal, method, etc.).
- Come up with interview questions. Following are some of my favorites:
Characteristics of Ideal Candidate
|(Introduction)||Tell me about yourself. Tell me about your last job.|
|Works well with people||Tell me about the best <boss, company, client, family, etc.> for which you have ever worked. Describe the worst.|
|Similar Ideals to Yours||What qualities would you look for if you were hiring a <gardener, contractor, nanny, babysitter, etc.>?|
|Good References||What do you think reference A will tell me about you? Reference B? Reference C?|
|Good Communication Skills/Good Rapport||Generate 5-10 Minutes of Ad-hoc conversation at end of interview.|
|Reliable, Trustworthy, Responsible, Punctual, etc.||Check References!!!!!|
- Create documentation (Screening Criteria, Questionnaire, List of Interview Questions, etc.)
3. Find Interview Candidates
- Research Candidates
Type of Candidate
|Babysitters & Nannies||
- Screen candidates via phone.
- Set up interviews with at least 3-4 candidates that meet minimum requirements.
4. Interview & Evaluate Candidates
- Set the tone for each interview (relaxed, down to business, etc.).
- Keep control of interview.
- Evaluate your candidate’s behavior.
- Ask your interview questions.
- If candidate has potential, confirm your house rules; discuss timing.
- Obtain quote or ask what pay rate is expected.
Signs of a Bad Candidate
Signs of a Good Candidate
5. Check References
- ALWAYS contact references to ask about candidate. Probe references for more details.
- Use references to confirm facts that your candidate has told you.
- Ask references for additional references.
- Lookout for warning signs (reference is vague, hesitant, provides 1-2 word answers, seems eager to end the conversation, etc.). Ask for an overall 1-10 “rating” in this case.
|Some Questions to Ask When Checking References:|
6. Select Candidate
- Narrow down your list of candidates to those who A) are within budget and B) you have a good gut feeling about.
- Google them!
- Choose the one you feel is best for the job
Hey, Nice post. I have researched some Excellent HR interview questions and answers