How to select the right candidate: In an interview

The interviewing process can be extremely stressful for all parties involved. While there is no exact science to selecting the right candidate to fill a position within your company, there are some simple steps you can take to narrow down the search.You should always be prepared in advance for an interview. You should be familiar with exactly what the job requirements are, what responsibilities the job entails, the salary that will be offered, and any other pertinent information regarding the job itself. You should then learn as much about the applicant as possible prior to the interview, review the resume, and prepare a list of questions. This list should consist of both standard questions and specific questions. These questions should include prior work history, the candidate's aptitude, and particular skills needed for the job position. This information can later be used to compare applicants. Always set reasonable time limits for interviews and specific meeting times. Any references supplied on a resume should also be checked prior to beginning the interview.It is very important to collect as much relevant information about the candidate as possible during the interview. Let the candidate talk freely when answering questions and try to avoid leading him/her in the direction you would like the answer to go. Find out as much as possible about the applicant's prior work history, as past performance is a good indicator of future performance.Ask well thought-out questions that will require some contemplation by the candidate and will give you some insight into his/her thoughts and standards. Determine if the person has a positive attitude, is a self-starter, works well with teams, and if they easily complete tasks on their own. Pay attention to how well, and how easily the candidate answers and listens your specific questions.Be aware of what questions the person asks you, especially the first few questions, as these are usually the areas he/she is the most concerned with. Take as many notes as you need as this will help you more accurately remember each person later when comparing applicants. It will be very difficult to remember each individual after the interviews have concluded, so you may want to write a brief summary right away or come up with a rating system to help narrow down the results more efficiently.Always look and act professional during an interview. If the applicant feels as though he/she cannot take you seriously, the interview will be of no benefit to anyone. Always dress appropriately, and be prepared to answer questions about your company as well as provide all necessary job information. Attempt to make the candidate feel at ease so that he/she will be more likely to speak freely. Try to avoid dominating the conversation; one tool many interviewers use is the "80/20 rule". This is when the interviewer talks 20% of the time and the candidate talks 80% of the time.Treat each candidate equally, fairly, and courteously. Use your list of standard questions for each candidate, and give each person the same amount of time during the interview process. Always keep all questions job related and never ask any discriminating questions. Many companies have at least two people conducting all interviews so that other opinions can weigh in on the best possible candidate for the position. Be respectful and show an interest in each person. If the interview takes an unexpected turn, conclude it early, but do not engage in an argument or other inappropriate behavior. Conclude each interview by thanking each applicant for his/her time and let him/her know when a response can be expected.When used efficiently the interview process is an invaluable tool. Utilizing these guidelines can help make selecting the right candidate for your company a little easier and less nerve-racking for everyone involved.Subscribe to our free EZINEMy colleagues and I hold Sales Leadership positions within some of America's largest and most successful companies and have complained, often, about the lack of good quality sites our sales people could visit for advice and sales tips.So, we decided to build the type of site that we would like our sales people to use. It has integrity as its corner-stone and relies on real sales people and sales leaders for its content.