In this step, emphasis is placed on how to interview final candidates effectively and determine the best candidate for the position.  This process goes beyond the typical interview that sees the obvious in resumes and experience and delves into the internal factors critical to success.

 

A. Create your interview and scoring process

 

BERKE INTERVIEW DOCUMENTS

In this interview process, you will use the Candidate Interview Report to ask questions on areas of concern. You will use the Interview Rating Form to score all areas. Once the interview is completed, tally up the total score. This will help determine the “Best Fit” by the highest score.

Note: You do not need to interview all areas on the report. You only need to interview areas that are of concern and critical areas. On areas that are already showing a good fit, enter the score before the interview.

 

Samples & Form

Berke Interview Report

Berke Interview Rating Form

 

TTI TRIMETRIX DNA INTERVIEW DOCUMENTS

In this interview process, you will use the Candidate Interview Report to ask questions on areas of concern. You will use the Interview Rating Form to score all areas. Once the interview is completed, tally up the total score. This will help determine the “Best Fit” by the highest score.

Note: You do not need to interview all areas on the report. You only need to interview areas that are of concern and critical areas. On areas that are already showing a good fit, enter the score before the interview.

 

Samples & Form

TriMetrix DNA Interview Rating Form

TriMetrix DNA Gap Report

 

Helpful Documents

TriMetrix DNA Interview Definitions & Questions

 

B. Interview and Score Final Candidates

 

Allow plenty of time and give them a tour of your site. This will aid in the discussions to follow.

Start the interview by asking some general knowledge questions (EX. Background Experience, Technical Skills and Knowledge. Also ask what they know about your shop and how they heard about the position). This lets you know their view of your organization, the industry and the position they are applying for as well as what is working on your attraction plan. (Score on the rating form area: Experience, Knowledge & General Demeanor)

Give a summary of the position and a short history of your organization and reason to work there.

Ask specific questions in the areas of concern from the Interview Guide and score each area on the above scoring forms.  These will be directly related to areas of concern in the Berke Job Fit Report & the TriMetrix DNA Gap Report.

Total the score on the Interview Scoring Form

Contact Referrals and References.

Consider having them shadow a staff member for a day or more so that you can observe their interest, knowledge and ability. I also involves others staff members in the hiring process and provides a second opinion of the candidate.

 

Helpful Documents

Structured Interview Checklist

E-Myth Interview Checklist

Interview Legal Questions

 

C. Make a Final Decision 

 

Once you have made your decision, make an offer and determine start date (optional – dependent on drug test and/or physical results)

Complete all documentation for new hires

 

Helpful Documents

Making the Hiring Decision Checklist

Provide the new hire’s “Direct Report” (Manager) a copy of the new hires TriMetrix DNA Mgt/Staff or Sales Coaching Report for relationship building. (See Step #4 for a process)

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