Interview Tips for Managers
It is not an easy task to confront a mass of résumés and distinguish the best applicant for the job.
If you've ever been overwhelmed as to what to ask in an upcoming interview, this page will supply
you some tips on what a good interview should evaluate, the 3 basic questions an interview is
designed to answer, and acceptable/unacceptable questions.
An effective phone or in person interview is not just comprised of a selection of the "best" questions, but also encompasses the ability to listen, be aware, and maintain a respect level for the words spoken by an applicant. It is necessary to keep an open mind, do not opt for an applicant simply because the answer goes along with your own, and think of it as a learning experience that may open a whole new train of thought on a subject you thought moot. Keep note, not just on the spoken answer but on how it is spoken. All these factors should be taken into account in making a decision and hiring the best candidate for your needs.
An effective phone or in person interview is not just comprised of a selection of the "best" questions, but also encompasses the ability to listen, be aware, and maintain a respect level for the words spoken by an applicant. It is necessary to keep an open mind, do not opt for an applicant simply because the answer goes along with your own, and think of it as a learning experience that may open a whole new train of thought on a subject you thought moot. Keep note, not just on the spoken answer but on how it is spoken. All these factors should be taken into account in making a decision and hiring the best candidate for your needs.
The key things a good interview will evaluate are:
- First and most obviously, how much the candidate knows about the hardware, operating systems, applications, development languages, networking technologies, etc. with which they will be working
- How articulate a candidate is, especially for a position in which they may be called upon to write reports or documentation, or give presentations to users or upper management
- How poised and personable they are, especially in a position like tech support or network administration, where they will have to deal with many people at all levels of the organization
- How well they handle stress, especially if the position is in a high-pressure, time-sensitive environment
- How innovative a candidate is; that is, whether they'll be able to "think outside the box" to come up with new solutions rather than just spout the party line of the moment
- Whether they have had practical hands-on experience with the products or do they only know the "factoids" available in books or learned in a classroom
- How vendor-centric they are; that is, whether they only know one product line for example, Oracle or Sybase, or do they have a broader base of knowledge that is necessary in today's modern "hybrid" IT environments
- How willing are they to take on extra duties or work overtime when necessary; how much pride does a candidate take in their work and in doing a good job
- How well they balance ambition and leadership with the ability to follow the instructions and defer to the wishes of management, even if they may disagree
- How loyal they will be to the company
- How honest are they (including whether they are able/willing to say "I don't know" when they don't know the answer to a question)
- Whether a candidate has the wherewithal to find out the answers to those questions and the solutions to those problems that they don't know
Three basic questions that an interview is designed to answer are:
- Does the applicant possess the technical skills and problem solving abilities to do the job?
Sample Questions:
- Describe some recent technical environments where you worked and YOUR specific role within these?
- What technical tools are you proficient with? Where and exactly how did YOU use these tools?
- What are the differences and advantages of abc technology over xyz technology and vice versa?
- Can you tell me how you would handle some specific on the job scenarios/problems? (Create specific technical scenarios)
- Describe the most intense project you were involved with? What were the results?
- Does the applicant want the job?
Sample Questions:
- What do you know about this Company and the position you are interviewing for?
- Based on the specific job requirements / tasks that we have discussed, how do you feel about the job?
- When would you be able to start working with us?
- What final thought will you leave me with to assure me that you are the one for this position?
- Will the applicant fit in?
Sample Questions:
- What propelled you to becoming an IT consultant?
- Have you worked alone or as part of a team?
- How would you handle it if a coworker suggested a different way of doing something?
- What do you find most appealing about this job?
Acceptable Question Topics (in our view):
- Reasons for termination of previous employment
- References
- Work schedules
- Previous work experience
- Job-related feelings about previous assignments or present positions
- Career interests
- Job duties
- Job training
- Education
- Job-related professional associations
- Qualifications for duties related to job
- Ability to perform functions of the job
Unacceptable Questions Topics (in our view):
- Age
- Date of birth
- How long resided at current residence
- What church are you a member of?
- Father's surname
- Maiden name
- Marital status
- Who resides with candidate
- Children questions
- Transportation
- Owns/rents
- Armed services/domestic/foreign
- Financial
- Clubs
- Foreign languages, unless integral to job
- Religion
- National Origin
- Health & physical condition
