#17 -The Key Items Missing from your Recruitment and Selection Process:

Recruit, Select, Interview

Key steps to include in your employee selection process

By Jason Kipps and Terry Thompson:

As promised, below are listed some additional, valuable  tips for  interviews:

  1. Have other people in the organization interview the top one or two prospects for the position.  This not only gives you an additional perspective on the candidates but it also:
    1. Gives the candidates more looks at key people in the company
    2. Gives other people in your organization more interviewing practice
    3. Particularly for important management positions, get to know the top candidate in a social setting (lunch, dinner, golf, etc).  It is also useful to invite their spouse to attend with the candidate for a lunch or dinner.  In those situations, you might also consider inviting your spouse or partner if you value their impressions of people.  Again, the goal is to get to know who the candidate is.  The overarching rule is that if after all your efforts, you still do not feel that you know the candidate or have some doubts, our suggestion is not to hire him/her even in the absence of negatives.
    4. As mentioned in a prior entry, ensure that you obtain the names and contact information of people who can substantiate any representations the candidate made about themselves.
    5. If during the interview you feel that the candidate is not a good fit, use the opportunity to gain the names of other people the candidate knows who may be worth contacting (i.e. people they have worked with or for).  Naturally, the questions asked to gain this information must be subtle.  An example would be to ask the person to describe the personnel structure of the company or department that they worked in, the names of high achievers and how they performed in relation to those people.  The reason given for asking these questions can be to obtain more knowledge about the environment that the candidate operated in and how they compared to other high achievers in the same organization.


Three key responsibilities that are often not included in a manager’s job description are:

  1. Develop and maintain a high-performing, self-motivated, and self-sufficient team
  2. Develop a compelling vision for the team in line with/supportive of the overall corporate vision
  3. Ensure timely and effective communication of key corporate and team initiatives, goals, and challenges

These items should be included in any management position job description that you are seeking to fill.  As discussed in earlier articles, item 1 is by far the most important responsibility of any manager. Items  2 and 3 are the next important components to building great corporate culture.  Any interview of candidates for a management position should include asking the candidates about their experiences and successes/challenges in undertaking these responsibilities in the past.  You might also ask them how they would approach these responsibilities if they were to be hired by you.

The next articles will discuss how to complete effective reference checking and the use of personality profiles.

Should you have any questions or feedback regarding the content of this article please email us at Terry Thompson at tthompson@roadrunner.com  or  Jason Kipps JasonKipps@gmail.com ©