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Tips for Successful Interviewing Georgia

When you're hiring employees for your small business, it's vital to use the interview process to identify the most qualified candidates for your company. Successful interviewing is similar to many other "communications" skills - it's a matter of asking the right questions, listening to the answers, and getting candidates to talk honestly about their abilities and attitudes.

Local Companies

Harris Medical Associates
770-497-9685
1180 Satellite Boulevard, Suite 200
Suwanee, GA

BestCareerlinks
(678) 493-3374
6175 Hickory Flat Hwy
Canton, GA

lum Party Kid Center
(770) 807-9494
3150 woodwalk dr
atlanta, GA

Synergistic Dynamics Inc
(912) 897-4764
Savannah, GA

Edgar Dunn & Company
(404) 879-0710
1230 Peachtree St NE Ste 2330
Atlanta, GA

Laska & Associates
(706) 653-9066
1222 Broadway Ste 107
Columbus, GA

World Business Consultants Inc
(770) 454-6464
2722 Shallowford Rd NE
Atlanta, GA

Executive Counselors
(770) 788-1108
1168 Pj East Rd
Covington, GA

Draper & Associates
(404) 256-3601
5665 New Northside Dr NW
Atlanta, GA

South Dekalb Business Incubators
(404) 378-7667
1599 Memorial Dr SE
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When you’re hiring employees for your small business, it's vital to use the interview process to identify the most qualified candidates for your company. Successful interviewing is similar to many other "communications" skills - it's a matter of asking the right questions, listening to the answers, and getting candidates to talk honestly about their abilities and attitudes. The good news is that candidates are predisposed to be open about themselves, so your challenge is to ask questions that guide them to the information you need to make a hiring decision. Use the tips below to hone your job interview talents.

Pace your interview

Use your first few questions to loosen up the candidate and set the tone for the rest of the interview. Questions that deal with a person's work experience -- such as "Tell me about a typical day on your current job. What do you like about it? What don't you like?" -- can get a candidate to open up and start talking...which, after all, is the point of an interview.
Listen more than you speak

If you're spending more than 20 percent of the interview talking, then you're not giving the candidates a chance to talk about themselves. The purpose of an interview is to help you make a decision based on how a person responds to your questions. You need to take time to listen to those responses.
Set a schedule

Put interviews on your calendar, and treat them as you would any other business appointment. Make sure you give the candidate your undivided attention -- clear your desk; put your phone on "do not disturb;" close your door; let people in your office know you don't want to be interrupted.
Ask open-ended questions

Avoid any question that can be answered with a simple yes or no. Instead, use open-ended questions to encourage candidates to talk about themselves. Listen to responses, and ask plenty of follow-up questions such as "Why do you think that's the case?" or "How did you do that?" If you need more information, ask the candidate for it.
Ask questions before you describe the job

Avoid providing a detailed job description at the beginning of the interview. A smart person will pick up on your description, and start phrasing all responses around what he or she perceives you want to hear. By asking as many questions as possible before you review the job, you'll be encouraging more honest answers.
Avoid standard questions

Everyone knows some of the typical interview questions -- Where do you want to be five years from now? What are your strengths and weaknesses? Tell me about yourself? The problem with these questions is that many candidates have spent time preparing their responses. These scripted comments are of little use to you. Instead, try to come up with challenging questions that force interviewees to think on their feet and give an honest appraisal of their strengths and limits. For example, scenario-based questions, where you ask the candidate to react to a typical on-the-job situation, can paint a more accurate picture.
Consider a two-interview process

Use a first interview to pare down candidates to the top two or three. Then use a second round of interviews to select the best. The second interview might be conducted by people who will interact with the candidate most closely. Their input is important.
Know what you can't ask

The law is very strict regarding questions you can't ask during a job interview. In general, these forbidden questions are ones where the answer could be used to discriminate against a potential employee. They usually focus on non-job-related information such as age, race, marital status, or disability. For more on what you can't ask during a job interview,

Featured Local Company

Harris Medical Associates

770-497-9685
1180 Satellite Boulevard, Suite 200
Suwanee, GA
http://www.harrismedical.com/

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Advertising	Family	Home Services	Real Estate Resources
Business Services	Fashion	Industrial Goods & Services	Retail & Consumer Services
Career	Financial Services	Insurance	Software
Cars	Food & Beverage	Internet	Technology
Computer Hardware	Franchise	Legal	Telecommunications
Construction	Health	Miscellaneous	Trade Shows
Education	Holidays	Nightlife	Travel
Entertainment	Home Appliances	Online Database	Weddings
Environmental	Home Electronics	Pets	World History