We just finished discussing how to choose and prioritize the characteristics of your potential team member…and about forming the interview team. But what does a good interview conversation look like? How do we evaluate the candidates responses?
When an interview is led well, there is an exchange of information that benefits everyone. To accomplish that, we must create a list of intentionally designed questions to uncover the information we seek. It doesn’t happen on accident. We have to plan our conversation.
Each question should target a specific characteristic that you want to evaluate. Let’s say we are trying to assess the candidate’s Teachable Nature. We then need to created questions that encourage the best conversation on that topic.
Example: “Tell me about a project where you were in over your head. What did you learn?”
Once the candidate picks a situation and begins to share, we need to make sure we capture a complete STAR.
- SITUATION – What happened prior to the situation that led to the event? Yes, the candidate fixed a problem…but what if they created the problem they are now taking credit for?
- TASK – What was the candidate actually responsible for? Were they given the assignment or did they act on their own initiative?
- ACTION – What did the candidate actually do? We don’t care what anyone else did on the project…and we need to make sure the candidate isn’t taking credit for the work of others.
- RESULT – Make sure you know how the project ended. Don’t forget to ask for specific outcomes. “It was a success” is not sufficient to tell you what happened.
Don’t let the candidate move to the next question until you have a complete STAR.
Tomorrow, we will conclude with a grading system when the interview team is discussing the candidate.
Thanks for listening.