Edition #1

I have spent the last 14 years examining interviewing processes, which are integral to the retention of great people. A well-orchestrated interview process will help you find people who fit you and your company/organization.

What I have discovered is many employers do not spend enough time developing questions for interviewing or thinking about the logistics involved in interviewing.

Here are two questions that should be asked of every candidate for every position:

1. Why do you want to work here?
2. How will your presence impact our company/organization after 2 or 3 years?

What you should be looking for regarding answers for question #1 is something about what drew that candidate to you. Remember, you are looking for a fit, not a warm body. What you don't want to hear are things like: "I love this area and want to work here," or "My significant other is from this area and I want to move here." Great, the candidate told you what you can do for him/her, but not really why they applied to work at YOUR organization/company as opposed to others.

Hopefully, answers to #1 are something like "I believe in your vision for this company," or "I support the work/service this company provides and I want to be a part of it." The answers should include what the candidate can do for you.

Regarding #2, you want the candidate to answer this confidently and tell you the impact he/she is going to have. You want to hear something like "Our sales will increase due to my ability," or "I will lead this team in a manner that will allow you to reach your goals."

If candidates are unable to answer these two questions well, you may be interviewing a "warm body," rather than a person who is a good fit for your company/organization.

Now here are two things to consider when interviewing.

1. Never, and I mean NEVER, conduct courtesy interviews (interviews where you know the person is not worthy, but interviewing the person was suggested by a colleague, relative, boss, etc.)
2. ALWAYS follow-up with candidates who apply once the job is filled.

Regarding courtesy interviews, I hope I was clear enough in my directive: do not conduct them! They are disrespectful to all involved. They waste time and cheapen the process. If you are asked to conduct one, communicate to the person making the suggestion that you do not conduct courtesy interviews and then follow-up with the person who was recommended and give them some guidance as to how they can become a legitimate candidate for future openings you may have.

Once the position(s) is filled ensure that you follow up with all who applied. For those whom you did not interview, a simple email or letter thanking them and informing them the position(s) is filled is sufficient.

For those you interviewed, CONTACT THEM! A phone call is preferable but at the very least an email/letter should be sent.

When you make contact with candidates you interviewed, inevitably, you will receive questions about their paperwork and/or their performance in the interview. Do not give them fodder for a lawsuit. Focus on the fact that you found someone who is a better fit. If pressed for more, focus on one or two positive things the candidate said or wrote.

Remember, interviewing is about finding the right fit, rather than finding a warm body.