Finding the right person for a job can be a tiring and frustrating process. In my 18 years at Microsoft I interviewed hundreds of candidates for technical positions. Of those, only a handful were “hire” recommendations. Why? Because at the end of the day, only they clearly demonstrated the skills and abilities to do the job.
With this guide I’m giving you some industry-proven ideas and techniques for identifying the star performer, that job candidate who really fits the bill and will make an excellent long-term asset to your group, division or company.
The interviewing technique I’ll cover is that used by many high-tech companies. Candidates speak to several of the people who actually work in the same area that they are applying for. A typical interview “loop” might begin and end with someone in a Human Resources department, but the real decision makers are the people with whom the job applicant might someday work.
An important technique is what’s called the “problem-solving interview”. Microsoft became famous for this style of interviewing, though many high tech firms now use similar techniques. During the interview the candidate is asked to attempt to solve problems, typically both logic and thinking problems, and problems specifically related to the job they’re interviewing for. These questions, or rather the responses, result in a lot of useful information.
I need to mention one caveat: as an interviewer, you may be bound by certain legal, ethical and/or corporate standards as to what you may or may not ask. I can’t address that here. I will explicitly assume you understand the issues appropriate to your situation and will act accordingly. If you’re in doubt, consult with your Human Resources department or equivalent.
So just what are the steps? Well, here they are:
1. Know What You Want
2. Know the Candidate Before You Meet
3. Clear the Ground Rules
4. Listen to What You Don’t Hear
5. Probe the Résumé
6. Expand on Experience
7. Know Your Problems
8. Be Vague – On Purpose
9. Question the Solution
10. Write Great Feedback
(Click on any of them to go directly to that step.)
Look over the list. That’s all you’ll need.
And it’s not going to be hard at all.