We found this informative article on Media Bistro.
mbManage: How to Conduct a Job Interview
Get the most out of meeting with a candidate
When a job’s on the line, it’s the candidate who’s on the spot, not the interviewer — right? Sure, but it’s the interviewer who represents the employing company, sets the meeting’s tone, steers the conversation in the right direction and gets the information necessary to make a decision about who gets the job — often in a mere 15 minutes of meeting with a candidate. We went to top media professionals with plenty of experience for this guide to getting the most out of that meeting.
The pre-game
Outline the job duties
Clarify exactly what kind of skills will be needed in the position you’re trying to fill — more writing than editing? More humble coffee-getting than star-making bylines? Is it a big ideas position, or more of a keep-the-boss organized job? Once you’ve focused on the details, you’ll be able to pick out the resumés that track with the talents you need. Also, honing in on specifics about the job will ensure you’re tuned in to cues within the interview that tip you off to whether the candidate’s the right fit for the opening.Review resumés with a mind toward meeting Pick out those who merit face-time by asking yourself: Do they have the right experience for this position? Did their cover letter indicate a passion for this type of work? Did they express specific knowledge of your company? Did they come with a glowing referral?
“Candidates who are referred by someone I know and trust always go to the top of the pile,” says Liz Wallace, editor-in-chief of Little Brown Book (a Rodale custom publication). “Beyond that, I look for familiar magazine names in their work history, great internships or at least some experience on a college newspaper.” Carrie Sloan, who’s been a senior editor at Seventeen and Marie Claire, suggests calling in people who seem particularly resourceful — especially for an editorial assistant position, for which candidates may not come in with much prior work experience. “If they want to be a writer but are just seeking their first magazine gig, look for people who’ve found alternate ways of getting clips: starting a blog, writing for a local newspaper — the writer-specific equivalent of pounding the pavement.”
The sit-down
Mind your manners
Although the spotlight is on the job candidate, you’re also part of the show. While you evaluate an interviewee, he/she is checking you out to ascertain the company vibe, assess prospective colleagues’ personalities and get a sense of the office environment. Make sure that you’re putting forth the professional image your employer would want potential hires to see. Offering your candidate something to drink, introducing him or her to co-workers who speak with you while your candidate’s right there, and inviting him or her to sit all helps to show that your workplace is someplace they’d actually want to spend their days.Go in with questions
You needn’t have your entire slate of questions scripted, but prepping some inquiries vital to the job will help you get the information you need out of the interview. Re-read a candidate’s resumé the day they’re coming to meet with you, and pick out a few details you can chat with them about. Above all, keep it casual — reading from a 20-question list may make the interview a little stiff, and you’re likelier to get an authentic sense of the candidate if the conversation stays loose, yet professional. It is wise, however, to ask at least a couple of the same questions of each candidate to get a basis for comparison.Don’t judge based on appearances… much
Most media professionals say they don’t live and die by outward appearances but simply want hires to project a confident, comfortable image. “I ask myself, ‘Is what they’re wearing showing me that they’d fit in at this office?'” says Chandra Czape Turner, executive editor of CosmoGIRL!. “But, I don’t look for a checklist of clothing.”Be friendly
Though we all know the evaluation starts as soon as you lay eyes on a candidate, it’s slightly antagonistic to kick the conversation off with, “Why should I hire you?” While it’s not your job to make sure the interviewee is relaxed, doing so can help you get a better idea of how he or she might truly fit in at the office. “I look for hobbies or something interesting on a resumé,” says Sloan. “Then, I make a point of asking about those things — that way, you avoid a robotic, ‘So-what-was-that-job-like’ exchange, and you get a better sense of the person.”Be aware of how you pop questions
When you do get down to the nitty-gritty, keep the conversation going. Asking a candidate an unexpected question like, “What’s your favorite color?” or “What was your favorite Real World season and why?” may let you know if they can think on their feet, but it’s not a natural way to get to know someone. “You want people to be themselves in an interview,” says Turner. “Candidates should feel comfortable telling stories about their experience, so think about how you phrase the questions you ask.”Instead of asking how organized someone is, Turner suggests starting with your own funny story. “For example, I’ll say, ‘People make fun of me for color-coding my closet,'” she says. “It’s a jumping-off point for the candidate to tell his or her own anecdote about how organized they are.”
Pay attention and listen up
It’s a simple concept, but interviewers often over-talk — especially when the banter is flowing naturally. Just remember that your mission is to find out about the interviewee, so listen closely as he/she talks. In addition, keep an eye on body language. Nerves during an interview are common, so don’t rule someone out for a minor stammer or fidget. But, at the same time, major fussing or an inability to make direct eye contact should be noted, since you want any prospective hire to be confident enough to do his or her job. It may seem obvious, but communication — particularly in media jobs — is vital, so pay attention to whether your candidate engages well and projects the appropriate combination of confidence and humility.Respond
A rigid poker face and unresponsive attitude may seem like the best way to maintain neutrality while interviewing, but it can stymie conversation. Try to project a personable attitude, even if you’re striving not to give too much away. “I like to continually offer an interviewee feedback,” says Jill Singer, managing editor of ID. “Even responding with ‘That sounds good’ or nodding your head as they talk can help. I’ve been interviewed by people who are stony after every answer — it just makes candidates more nervous!”Stay on topic
While it’s fine to chat casually about the weather or a school you and the candidate have in common, your main objective is to learn about this person’s work habits and history. You also want to give them the information they need — i.e. an idea of job duties, the office environment, what will be expected of them if they land the position. “I once had an interviewer stop mid-interview to go on and on about how much I looked like Liv Tyler,” says Singer. “It was uncomfortable.”While Singer admits that, “If I really like an interviewee, I want to be their friend,” she adds that there’s time for that later — if they get hired. “An interview is really a professional setting, and it’s up to the interviewer to set that tone.”
Ask the go-to media interview question
Almost all the media professionals we spoke to for this piece ask prospective hires the same question: What do you read? Alex Postman, executive editor of ELLE, says it’s a trick question that reveals a lot about the candidate. “You want to know if they read your magazine, of course, but you also want to look out for people who give that expected and boring response — ‘The New Yorker, Atlantic Monthly‘ — to look smart.” Postman likes to see a mix of both high and low taste in reading, while Wallace says she just likes to know if the candidate is a reader in general. Regardless of the specific motive, the question can reveal a tremendous deal about the candidate, and should be on the list of questions asked by any media professional interviewing candidates.The home stretch
Follow up
Of course, you’ll make a phone call to the person you want to hire — that’s a given. But, don’t forget the others you met with, the people who merited face time but didn’t get the job. It’s important to make those calls — or at least send an email — letting those whom you met with know their status relative to the position, so you don’t leave anyone hanging. Not only is it good karma, but in our fast-paced industry, you never know when they’ll be the one on the other side of that table.Melissa Walker is a freelance writer and editor. Her first novel, Violet on the Runway, will be published in September.
Corra thinks this is an excellent article replete with excellent advice. Having interviewed perhaps thousand of people during the investigation and research years, Corra well knows there is an art to conducting the right interview. that interview, when conducted correctly, will often yield a wealth of information, uncovering facts and details you didn’t expect.
Of course a good interview will reveal information you should review carefully. Your employment candidate in the right interview environment will reveal much about himself, more than he realizes. On the down side, this can help you move him to the next level or reject him outright. Or, as is sometimes the case, you may deem this candidate possesses skills that are better suited for another position within your company.
If your serious about that candidate, based on the interview, you should be ordering a preemployment screening package. A good package will consist of a Criminal Background Search, a Social Security Trace, Education and as Employment Verification as well.
Remember what Corra says–check them out before you hire.
