Fiorenze on HR management

There are many opportunities, in exploring education and work history, for example, to evaluate whether or not the candidate possesses the intangible qualities you are seeking. Just be sure that your applicant is doing most of the talking. Many managers, uncomfortable with the interview process, are more worried about how impressive they appear to the applicant than they are about undertaking a critical evaluation of a potential employee.

There are easily thousands of interview questions that can be adapted for various job positions filled in the graphic arts industry. However, at a minimum, consider using the following:

n Inquire, in detail, as to the manner in which the candidate performs a given task by asking a job candidate to explain, in detail;

n Ask the candidate why he or she is leaving his or her current job;

n Ask the candidate to identify a specific emergency that had to be handled in a former job;

n Ask the candidate what sort of work environment he or she is looking for and what he or she would need from the hiring organization;

n If the interview is for a sales or other professional position, be sure to ask the candidate if there are employment contracts or any other legal restrictions that would impact on ability to perform the job;

n Be sure to ask the reasons for any gaps in employment history;

n Ask the job candidate for a self-assessment of strengths and weaknesses;

n Ask what, if anything, he or she would change about management at his or her last job;

n Ask if he or she has any questions with regard to the position;

n Ask if there were particular areas of experience or qualifications that the interviewer did not explore, upon which the candidate would like to expand.