| Think about what you had to deliver when you did the job. What skills you needed. Ask them to give examples of when they've done X, Y, Z, how they did it, what their role was, what they did well, badly, would do differently etc. |
Career changes • Page 20
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Dougs 100,414 posts
Seen 39 seconds ago
Registered 18 years ago -
robc84 15,553 posts
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Registered 9 years agoGood tips there Dougs.
Thanks everyone, been very helpful. -
CosmicFuzz 32,632 posts
Seen 6 hours ago
Registered 15 years agoYou're very welcome. -
CosmicFuzz 32,632 posts
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Registered 15 years agoOh, if you do go down the competency based interview ("name me a time when you showed leadership..." etc) I always welcomed a heads up before the interview. Helped me prepare.
Oh! And no matter who you choose, don't leave the other candidates in the dark!! It's extremely annoying
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robc84 15,553 posts
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Registered 9 years ago@CosmicFuzz
Noted, thanks. Although we are using an agency, so that should be up to them right? -
Dougs 100,414 posts
Seen 39 seconds ago
Registered 18 years agoI've only ever really done competency based stuff, which I find easier as at least there is a structure to the interview. And if it's a competency based application form, then it's even better as you're just looking at their app for the weaknesses, where you want them to expand a bit etc.
+1 to letting people know too. -
quadfather 39,071 posts
Seen 16 hours ago
Registered 11 years agoDefinitely get examples of situations they've been in and how they proved their competency. That's a biggun
And if you're using an agency, I'm guessing hr are arranging all the logistics and feedback
And if you come across someone that has the right aptitude but isn't quite as strong technically as someone else, I'd personally take the person with the right aptitude. Technical training is relatively straightforward, whereas trying to train an aptitude is a lot harder, if not impossible. -
Not-a-reviewer 7,686 posts
Seen 1 week ago
Registered 7 years agoI hate it when interviewers tell me to talk through my cv. My first thought is that it's right there in front of them so they know it all.
I would go more for a few specific questions relating to their positions. Remember they're sorta interviewing you too. -
quadfather 39,071 posts
Seen 16 hours ago
Registered 11 years agoI sometimes pick out stuff on their CV and ask them for further details. I.e., "it says here you did a thing where you wanked 20 people off for coins down the docks. Can you elaborate how you went about that" etc -
Spend at least half the interview working out if they're gonna fit in at work. They could be Einstein Hawking in their field, but if they're awful people it'll count for nowt.
Just repeat "are you a cunt?" over and over in increasingly loud voice until they break. -
CosmicFuzz 32,632 posts
Seen 6 hours ago
Registered 15 years agorobc84 wrote:
Yeah, the times I've used an agency to get interviews the agent has phoned me up with the usual "oh they REALLY liked you but you know, just not enough experience but BOY did they think you're a cool person so go you!!"
@CosmicFuzz
Noted, thanks. Although we are using an agency, so that should be up to them right? -
robc84 15,553 posts
Seen 3 days ago
Registered 9 years agoYeah i wasn't going to ask them to read back their CV but ask some questions on some stuff they have done which is relevant to the role.
Plus 'the cunt question' as pes suggests
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robc84 15,553 posts
Seen 3 days ago
Registered 9 years agoCosmicFuzz wrote:
Well you sure do seem like a cool person.
robc84 wrote:
Yeah, the times I've used an agency to get interviews the agent has phoned me up with the usual "oh they REALLY liked you but you know, just not enough experience but BOY did they think you're a cool person so go you!!"
@CosmicFuzz
Noted, thanks. Although we are using an agency, so that should be up to them right? -
quadfather 39,071 posts
Seen 16 hours ago
Registered 11 years agoPes is right though, you need someone that'll fit in.
And his method is, while unorthodox, effective. -
robc84 15,553 posts
Seen 3 days ago
Registered 9 years agoYeah to be honest my biggest thing is the personality of the person.
The lady I have is a bit of a recluse and has a reputation for being difficult.
I need someone who is going to be strong enough to not take any shit from her and will be able to integrate with the rest of the company.
As long as their technical knowledge is sound of course. -
Queequeg 20 posts
Seen 4 years ago
Registered 7 years agoMakes it more formal, but get them to do a written or technical exercise - gives a bit of an indication of whether they can do the job (rather than just interview well). Making them do a presentation in the interview also can help sort the wheat from the chaff.
Also ask them why they want the job, why they would be good at it, and what they see as the key challenges - to see if they understand what the job is (always found it surprising how many people apply for jobs without much of an understanding about the organisation or role they're applying for). -
robc84 15,553 posts
Seen 3 days ago
Registered 9 years agoDo you even know what you mean? -
At least he's not going on about white dog poo any more... -
quadfather 39,071 posts
Seen 16 hours ago
Registered 11 years agoBe prepared for their questions too. I always ask in an interview, "is there any reason you can think of why I wouldn't get this job?". Normally throws them a bit and makes them open up a bit and gives you a few clues what they and the business is like -
chopsen 21,958 posts
Seen 12 hours ago
Registered 16 years ago"is there any reason you can think of why I wouldn't get this job?"
"Yes. You're the least suitable candidate I've seen today." -
robc84 15,553 posts
Seen 3 days ago
Registered 9 years agoI was thinking of opening by explaining a bit about the company, the job what it involves etc. Then asking them about some stuff on their CV that they have done, including some technical stuff.
Fuck it, maybe I should just wing it..gif)
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superdelphinus 10,507 posts
Seen 2 days ago
Registered 16 years agoGood cop/ bad cop -
robc84 15,553 posts
Seen 3 days ago
Registered 9 years agosuperdelphinus wrote:
There is just me doing the interview so that would actually be schizophrenic cop
Good cop/ bad cop.gif)
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superdelphinus 10,507 posts
Seen 2 days ago
Registered 16 years agoYep, do it lego movie style! -
chopsen 21,958 posts
Seen 12 hours ago
Registered 16 years agorobc84 wrote:
Better more motivated candidates would have done their homework on this, so get them to do it.
I was thinking of opening by explaining a bit about the company, the job what it involves etc. -
quadfather 39,071 posts
Seen 16 hours ago
Registered 11 years agochopsen wrote:
You'd be surprised how many people don't expect this and end up opening up quite a lot.
"is there any reason you can think of why I wouldn't get this job?"
"Yes. You're the least suitable candidate I've seen today." -
Benno 11,854 posts
Seen 16 hours ago
Registered 16 years agoIf you're confident that his/her CV gives them the necessary competencies (or the potential to learn what they need to) then I think the most important outcome of the interview process is to see if you like them. The most important thing is making sure they'll fit in, and be nice to work with/around on a daily basis. -
Well I've just split out the CVs into under qualified / not enough experience, over qualified, and about right.
The latter pile only has about 3 or 4 CVs in it so may just call them in. They are qualified to at least AAT level (some have degrees) and they all have a variety of experience. So I'd think technically they should be fine.
I should be able to gauge it in the interview though.
Better more motivated candidates would have done their homework on this, so get them to do it.
Yeah, I'll start by asking them what they know about the company etc.
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