How to Conduct an Interview

Conducting an Interview

How to Conduct an Interview

Lynn: Hi, this is Lynn Flinn president at The Rowland Group.

Chrisie: Hi, this is Chrisie Bedsworth partner at The Rowland Group. 

Lynn: So today, what we want to talk about is conducting interviews and some of the things what we see that help people out when we consult with our clients. 

Lynn: So Chrisie, can you talk a little bit about how you can set up a good interview, structure, and plan? 

Chrisie: OK, well I think it’s important to know who the audience is, to know who is going to be in the process in evaluating the candidate. Make sure you’re using the same group of people for all candidates. And then also, I think it’s very important to develop a series of questions that are going to help you pull out the things that are going to be important to you in this hire. So you’re looking for things that will pull out information about their experience, ethics, values, personality, all of those types of things. Really think through the questions to make sure you’re getting the right information that you want.

Lynn: Absolutely, and don’t you think that it also helps to have some kind of a rating sheet or documentation so that you can refer to it and do good comparison? 

Chrisie: Yes. Because you may not be able to get together as a group and talk about it for a while so you want to make sure you don’t lose those thoughts and bullet points. So have a sheet for everyone to fill out that is part of conducting the interview so they can put down their comments, any concerns, what they liked, what they didn’t like. When you get together later, you can compare notes, and hopefully, that helps everybody come together on selecting the right candidate. 

Lynn: Absolutely. One thing we even talk about is, “Don’t go around and talk about it when you haven’t gone through the whole (interview) process with every candidate.” Because it might influence someone else’s ideas or thoughts about a candidate. And really, you want to have a good across the board comparison for involving so many people in the process in a lot of important positions in the company. So that’s what we would talk about is, do those things and you’re going to have a lot better success in your interview process. 

Chrisie: So Lynn, what are some things that someone may leave out? What are common things that people forget to ask or forget to cover in that process? 

Lynn: That’s a really great question. I think that one thing that we see a lot is that people don’t cover some critical things at the very start of process. For example, if it’s going to be a deal breaker for somebody to travel 30% and that’s what your job requires, be sure you talk about that early in the process. Same thing with work hours, if it’s going to be a physician that requires say 50 hours during certain times of the month or there’s projects that happen at certain times of the year, you don’t want to leave that out at the beginning because then you’ve gone through this whole process and qualified a candidate that’s not able to do what you need. 

Chrisie: Exactly. 

Lynn: So that’s some things that we see that can be tricky things that you need to worry about. Other than that, we just hope that we can help our clients and anytime that we can be a resource in helping stage some better interview questions, help you do your best to hire the right people and getting through the process, we’d be here as a resource for you. Thanks for listening today and feel free to reach out to us at any time. We love to talk about interviewing don’t we?! 

Chrisie: We kind of do really! 

Lynn: It’s kind of our thing!