Three Key Steps before the Interview

The good news is that you have been given permission to fill those job openings that will allow you to achieve the productivity targets the company expects of you. The bad news is that you must now begin the recruiting and interviewing process.

You have been through this before, but you have not always selected the most suitable or successful candidates. You realize that you have subjectively chosen to hire people who are similar to you in personality and style.

One way to avoid this common hiring mistake and to bring more diversity to your team is to prepare well before the interview. Here are three behavioral interviewing steps to take to start off on the right foot:

1. Success Criteria: List the objective requirements of the job, e.g., technical experience, academic degrees, specific certification that will ensure success.
   
   
2. Competencies and Cultural Fit: Determine and write down the types of competencies and behavioral approach that are most critical to success in this particular job. What kind of intellectual competencies are needed? What interpersonal skills are important vis-à-vis other team members and customers? What kinds of motivation will most likely result in job success?
   
   
3. Interview Topics: Then, based on the candidate’s resume, outline two or three topics of conversation that you intend to cover thoroughly with each interviewer to uncover the potential functional, technical, and cultural fit.