Interviewing skills are important in any business or professional organization. Most team leaders will find that a part of their responsibilities is to be involved in the hiring process for their organizations.
One concept is clarity. If you are not crystal clear about your goal, you decrease your chances of success. Brian Tracy’s Law of Clarity states that, “The clearer you are about your goals and objectives, the more efficient and effective you will be in achieving them.” This applies to the hiring of the right people into your organization who will help to achieve the overall objectives. Interviewing is only one part of a larger process called staffing, the entire process of hiring the right number and mix of qualified people into your organization at the right time and at the right cost.
Gap Analysis requires review of the organizational strategic plan to determine if you have the workforce to successfully execute the plan. This analysis should help you determine if you have the right skill mix and number of associates to accomplish the business plan goals and objectives. Human Resources (HR) can help, but if you are a “line” manager, you should have some input into your department’s overall strategic plan. Actions will depend on external factors such as internal and external skill availability. This analysis reveals whether future skill needs will be met by recruiting, internal training, or by outsourcing the work.
HR assessments will include a study of you industry, called benchmarking, which compares staff size and composition as it relates to market share. A “bonus” is that your data base can be used for future process improvements. Your analysis will help you respond to turnover and retirements that affect some of the skills that are critical to your organization. This framework helps the organization to identify the numbers and skills that will not be needed in the future.
Basically, all job descriptions are summaries and should provide accurate, clear and useful information. In my experience, updating job descriptions always seem to be a process that can be deferred until a problem arises. Then, there is the “mad dash” to get several of them done immediately. Become familiar with the job description of the position (s) for which you are interviewing, such as checklists, standard operating procedures (SOPs), and formal job descriptions.
Some of the technical factors must comply with regulatory requirements are also specified, such as occupational codes, titles and pay levels. When you begin to recruit to fill these job vacancies many other issues arise such as, reasonable accommodation issues as simple as wheel chair access or hearing impaired devises. Potential candidates will usually ask questions related to career advancement and you will need to address some of their concerns about career opportunities, vocational interests and training.
In summary, job descriptions should document the major functions, responsibilities, required skills, effort and working conditions. They may be specific and detailed or generic and general. Use them to your advantage. If you have an interesting anecdote, experience or story, please share it with us on our BLOG.