Handcuff Headlines

I like to get off of behavioral questions for a minute and get the candidate comfortable again by asking one of the usual, “I see you were at such and such company for so many years, why did you leave that company?” but this is only so that I can eventually ask…

Do you have a lone gunman or a team player? Once you’ve assessed where a candidate’s motivation comes from, their ambition and self-esteem, it’s time to see if they have the tools in their tool box to get the job done.

(3 Results-Focused) At this point I usually get into asking more specific questions about their resume, like “why did you leave here?” and “what did you like best about this job?” so that they relax again.  Pay close attention to the body language before they answer.

When I am assessing a candidate’s outlook and general attitude, I am looking for their perspective, integrity, and honesty.

Now that you have your guidelines for interviewing in the form of a candidate- and position-specific interviewing template and you know how to evaluate their response to each of the questions you’ll ask, you’re ready for the interview.

My interviewing process … From the desk of Chandra Kill … In general I follow the same pattern:

Let’s get the conversation started! Jan. 6, according to HRmarketer, was “Massive Monday”, the most popular day for people to look for jobs. HR bloggers and discussions boards are buzzing with hiring Q&As.

After numerous frustrations in the hiring process, Washington State Patrol decided to do something truly revolutionary–they decided to hire the best candidate for the job.

Why are major corporations in litigation over background checks, when SHRM reports that more than 85 percent of companies perform an employment screen of some kind? The critical piece of information here is “of some kind”. As in all things, there is a difference between doing it and doing it well.