Human Capital Management
GETTING YOURSELF and your organi- zation prepared to conduct inter- views is an important process.
Anything you can do to make candidates
more comfortable during the interview has
real value. If your organization takes the
steps necessary to make your candidates as
comfortable as possible, it will set your organization apart from other places they
may be interviewing.
Consider this as well: you likely expect
the candidates you are going to interview
to be very prepared before they show up.
After all, just think about how well you prepared for past job interviews. As an employer, you should give interview prep the
same level of importance that you expect
your candidates to give it. Invest as much
time as needed to be sure you’re fully prepared to conduct quality interviews.
Too often, members of a selection team
“hire a resume” rather than the actual person. They bring in a candidate with exceptional credentials, are mesmerized by the
individual’s accomplishments or skills, and
Yes, all key team members should meet prospective candidates...just not all at once!
then simply fail to pay attention to the
other details that matter during the interview process. You can avoid catastrophic
hiring mistakes by being organized, setting
up processes, and using professional, be-havioral-based interviewing techniques.
Patrick B. Ropella is president &
CEO of Ropella, the leading executive search and consulting firm specializing in the
chemical and consumer products industries. Ropella
grows great companies through executive search,
leadership transformation and organizational improvement. For more information, visit www.Ropella.com
or call (850) 983-4777.
Patrick B. Ropella
His new book, “The Right Staff - How to Master the
Art of SMART Talent Management,” is available at
Organize the Selection Team
Know who is in charge of specific aspects
of the interview process. Addressing
these issues before beginning your search
will help you be more organized from the
outset and will ensure fewer surprises
throughout the selection process. In addition, you, your selection team and your
organization as a whole will appear more
organized and professional in the eyes of
Look over the following list of questions
as early in the search process as possible.
Put the initials of each selection team
member next to the line items for which
they’re responsible. If the responsibility for
some tasks is split, put both initials and the
percentage for which each person is re-
sponsible. For example, HR might be re-
sponsible for 80% of one task with the
hiring manager responsible for the remain-
ing 20%. Once responsibility for each task
has been assigned, share the list with the
other responsible parties. If there is dis-
agreement or confusion about responsibil-
ities, work it out before beginning the