Assessing the candidate: Integrity

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dilbert

 

 

 

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, “What was the biggest ethical dilemma that you have faced at work?”  ...

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Assessing the Candidate: Interpersonal Skills

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lone gunmanDo 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. In this case, you’re looking for how well they work with others and if their abilities will work on your team.

So now we move to a question that is ...

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Assessing the candidate: Results-focused

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(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.  You should be seeing consistency in where their eyes go (left or right) when they are recalling facts from memory and you should begin to see their natural sitting state and the state of their ...

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Assessing a candidate: Honesty

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When I am assessing a candidate’s outlook and general attitude, I am looking for their perspective, integrity, and honesty. It’s impossible, even for a seasoned interrogator like myself, to tell if someone is being honest right off the bat, but you can use behavioral questions to help gauge the candidate’s honesty. In my industry, it is absolutely critical to hire the most ethical, honest candidates I can find.  But the truth is, we all tend to hire the most honest ...

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Assessing a candidate: The set up and the warm up

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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.

When I interview, I have a “warm-up” question and five types of questions I use to determine the character of the candidate. Before we even begin, know that by this point, I’ve vetted the candidate’s resume and completed a background check. Now is ...

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Assessing a candidate: Problem, actions, and results

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So, how do you find patterns in what candidates leave or offer in their questions, and how do these patterns inform your assessment of him or her?  Ideally you would like for a candidate to answer your question by providing exactly what you asked in the order in which you asked it, but we all know that doesn’t happen.  Surprisingly, most people will answer your question with emphasis on only two of the three items mentioned below.  Your job as ...

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“Dumping” and “flushing” still practiced in employment screening industry

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How do you know if your employment screening firm has actually completed the background screens you paid them for, or if they simply dumped them at 5 p.m., declaring that every applicant has a clear record?As recently as last week, the government once again discovered a background checking firm guilty of dumping. USIS, the go-to firm for government contractors and employees, was proven guilty of flushing with email subject lines like, “Flushed everything like a dead goldfish.”  Another email reads: ...

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My interviewing process

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My interviewing process
From the desk of Chandra Kill

chandra.photoIn general I follow the same pattern: I ask the question—be quiet—count to eight—let them speak.  I have to do this because I’m so damn chatty.  I have all my questions typed up before the interview because I will get lost without a template.  Then, after each question I dig deeper to get all ...

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