“But She Looked So Good On Paper”: Conducting Interviews

Tuesday, June 5, 2007 at 10:55am by Gina Laverde in Operations

After conducting my first round of serious interviews I realize that paper and words hold a lot less weight than I thought. Words are my business. I get paid to write and have done countless resumes for friends and colleagues. I hate when I see one of those pre-fab resume templates from MS WORD. You know, the ones with the word “Objective” right at the top.

Two of the candidates I’d chosen to interview had great e-mail etiquette, and well written resumes that showcased reputable references and experience. I was sure that once we’d met – these were the ones I would hire. In fact, before even meeting them, I envisioned myself having a hard time deciding between them.

The other two candidates I chose because of their diligence with getting back to me. It seemed as though they were really interested in the job. However, these two were the first ones to bring up “pay,” and that made me slightly uncomfortable. I didn’t want to hire someone who began addressing the “money” factor in their cover letter. But, considering their enthusiasm and references, I scheduled the interviews.

I pre-judged. I wanted to like and hire the applicants who were stellar writers. Probably because I am a writer and I could relate to them. Yes, it is extremely important to like your employees. It makes running your business and life much smoother. However, writing was not a job responsibility. I wound up searching for reasons to hire them.

When I met the other two applicants, we immediately hit it off because they were both more in tune with my needs for the particular position. While, all applicants had experience, the two who I was unsure about both showed great potential once we interviewed. And yes, I liked them too.

Their pre-fabricated resumes no longer made a difference because I knew that they were perfect matches for the position. And I actually had such a hard time choosing between the two of them, that I have hired both of them.

I am a writer. I am good on paper. But, I am probably not the best person to hire as a front-desk receptionist. I’m just not sure I can do all that smiling. People don’t always know themselves. They apply for positions where they won’t excel; maybe just because they are desperate for jobs. We can’t blame them. We just have to know how to weed them out.

People who need jobs tend to get really creative with resumes and cover letters. These folks may be worth meeting, but be careful about judging them solely on their application.

Here are some quick tips interview/hiring that I discovered through trial and error

A good resume will get them in the door. You, as the boss, decide what defines “good.” Does it stick out? Does it outline experience that is very close to what you are looking for? Do study their resume and record their full name to your memory.

Interview them with your partner. A second opinion is always a good idea, especially if you’ve never interviewed before.

Engage them in conversation that is loosely related to the job in order to break the ice and decide if you click. Get all of the details out in the open – especially pay and any major responsibilities.

Ask them if they are comfortable with the pay. Is it something they can live with? (You don’t want someone who will be looking for another job while working for you). Tell them that you want someone who will enjoy working for you and with you.

Look for good eye contact and body language. Its okay if they are nervous, but they should cool down as the meeting progresses. They must shake your hand and make eye contact when they do so.

Always sleep on it. If you like them, let them feel it, but never make them think it’s a done deal. You can really get a better perspective on things after you’ve interviewed all candidates.

Start your best applicants out on a trial basis, and let them know that it is a trial. Of course, you need to pay them, but there is no better way of determining whether or not someone is going to be a perfect.

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