Masonry Magazine June 1997 Page. 18
The purpose of obtaining this information is two-fold. First, you may want to use some basic qualifications to screen out unqualified individuals. Additionally, the background information that is gathered serves as a basis from which to develop specific questions to ask the candidate.
A word to the wise: A lot of time can be saved and company morale boosted if jobs are filled internally-especially if it means a promotion. Always look within the company first for a competent, capable candidate for a job.
Finally, before you begin the interview, make sure all of the available information on the job candidate is readily accessible and a series of questions have been planned and written out.
THE INTERVIEW
Opening the Interview
It is the responsibility of the interviewer to set the tone for the interview. Find a nice, quite place in which the interview should take place. Privacy is essential. An interview does not necessarily have to be held in a private office. However, it is important to set aside a private area (i.e. conference room, table at a restaurant) where the interview can take place uninterrupted.
Go above and beyond the call of duty to insure that the interview take place without interruption. Contrary to what you may believe, an interview filled with interruptions does not signal to the interviewee that you (the interviewer) are a very important person.
It usually signals that the interviewer is unorganized, not interested enough in the person or process to give it undivided attention, or just plain rude.
After establishing a comfortable environment, it is important to give the candidate a brief orientation with regard to what he or she can expect during the interview process. Never assume anything. Reiterate the interviewee's name and address and explain what position you have and why you you are the person conducting the interview. Provide a clear overview of the job and its responsibilities. However, do not predetermine the direction of the interview by giving to much information. If you give too much detail about what you are looking for, a smart applicant will just tell you what you want to hear, rather than giving an honest answer.
It is also important to provide the applicant with a general idea of the length of the interview as well as any special skills or tests that maybe required. If the job requires a certain skill level it is perfectly appropriate to include that in the interviewing process. For example, you may have clerks take a typing test, or demonstrate their knowledge of a certain software program or take a math test. You could have a potential bricklayer demonstrate his or her skills as part of the interview process, or have a foremen layout a potential job.
The Question/Response Phase
This is the part of the interview that is critical and requires significant preliminary preparation. This phase of the interview should contain open-ended questions that address two areas 1) how well the interviewee exhibits the skills required of the job and 2) any particular issues that apply to each individual candidate. The majority of these questions should be open-ended in nature.
For example, rather than asking a secretarial applicant "Do you know Microsoft Office?' you should ask, "Give me some examples of projects and proposals you have created using Microsoft Word, Excel and Powerpoint." Have the applicant be detailed and specific. Open ended questions also give the interviewer a chance to see how well the applicant can communicate and will provide you with the most amount of information.
Here are samples of two types of open-ended questions that could be asked when interviewing candidates for a position of foremen.
General questions for gaining specific job skill related knowledge:
What kinds of qualities do you think you possess that would enable you to work well with people on a job and in difficult settings?
What techniques do you use to motivate others?
If I were to ask past co-workers or employees to tell me a little bit about you what would they say?
Candidate Specific Questions
-designed to gain knowledge about areas that are specific to an individual job candidates experience.
In your positions with CKK Construction, what was the most difficult situation you had to deal with?
What where your major accomplishments as a foremen?
What aspects of your past work experience have prepared you most for this position?
Why are you looking to leave your current company?
I see that you have been with CKK Construction for two years. Prior to that there was a 6 month gap in employment. Can you explain that gap?.
Planning specific questions insures that you, as the interviewer, obtain as much information as possible and that each interview you conduct is roughly the same in depth and length. It is only by careful questioning that you can compare your candidates adequately enough to make a good decision.
Asking Only lawful Questions
In accordance with Federal and State laws, there are certain questions that interviewers CANNOT ask of applicants during interviews. These laws are based on the belief that skills, experiences and education are the only factors that should be used to determine whether a person is qualifed for a particular job. If you
A second word to the wise: Just because an individual is looking for a job, doesn't mean they are at the disposable of any company with a job opening. Remember, interviewees make decisions during an interview too. Competent people will undoubtedly have many interviews and several offers. Don't give the person you want a reason to chose another job offer.
18 MASONRY-MAY/JUNE. 1997