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How to Create an Interview Profile

∞ posted 1 month ago in interviewing tips Human Resources HR contains 1 note

by Randy Clark

Having advised managers about hiring over the years, I’ve learned they too often don’t know whom they should hire. Do you know who to hire? Have you looked beyond specific job skills, knowledge, and education? Have you considered what traits successful employees in your organization share, and what personalities fit into your culture? If not, I suggest you create an interview profile. 

4-Point Interview Profile

• Work History – What’s important for this position? Is it specific experience, job stability, time on the job, number of positions, time in between positions, etc.?
• Requirements of the Position – Don’t just consider the knowledge, skills, and education required, but what tools, hours, travel, character traits, etc., are also specific to the position?
• Shared Successful Traits – What traits do successful team members share? Is it passion, hard work, enthusiasm, diligence, a sense of humor, a positive attitude?
• Observations – What do you specifically want to observe? It could be energy level, attitude, people skills, communication skills, etc.

After you’ve answered the questions above, create a simple interview profile. The following is an example:

Work History — Job Stability

• No job hopping — no more than two jobs in the last three years (take into consideration the reason for leaving the position).
• Look for gaps in employment and question these gaps.

Requirements — Transportation

• They must have a current valid driver’s license.
• Reliable transportation that fits the position is required.

Successful traits — Major Accomplishments

• A goal(s) that has been achieved during school, sports, or previous positions.
• An accomplishment that took determination.

Observations (rate them from 1 being great to 5 being unacceptable)

• Communication skills — Did the candidate present clear and complete thoughts?
• Energy level — Were they enthusiastic? Were they passionate about anything?
• Sense of humor — Did they share a sense of humor, and was it appropriate? Does it fit the culture?
• People skills — Were they open, friendly, and warm towards you?
• Motivation — Why do they want to work with you? What are their goals?
• Attitude — Were they respectful, open, honest, and attentive? How did they speak of previous positions?

One key to successful interviewing is to understand who and what will serve your organization best. Do you know whom you should and shouldn’t hire? An interview profile may help.