The 2-Question Performance-based Interview, Part 1.

This is a great exercise for both recruiters and job seekers to practice.  SMART questions can often be used as  follow-up questions  to competency based questions. Once you identify if the interviewer has the competency to perform an essential job duty, you can knock out the behaviors behind those competencies.

I actually like to practice these methods when I am working with a client that wants me to review and revise their resume to make it current and relevant to the job(s) they are applying to. It not only gives me a better perspective of the work they have done in the past, but it also helps the to visualize what kind of work they would like to be doing in their next career move.

Asking problem-solving questions is another great way to flush out your interviewee’s ability to perform under pressure. Does it take your interviewee a long time to respond to the problem you want solved? Do they answer quickly without taking time to fully understand the question? Does the response only contain a short-term solution? If you can answer yes to those three questions, chances are you have a potential candidate that superficially appears confident during the interview process, but when it comes to working in the actual job position, may fall short of your (and the hiring manager’s) expectations.

Put Lou’s good advice to use during your next interview and see if it changes the way you review each candidate’s qualifications and prediction of success with your company. I think you will be pleasantly  surprised with your outcome.

Thanks ere.net for another practical and current article!

Namaste