With all of the accompanied stress of a job search more frequently emphasized on the side of the job seeker, the stress the job search process places on the hiring manager is often eclipsed.  It can be an extremely daunting task to identify all of the key aspects of a position you need for the success of your company, and then locate a candidate that fits that bill.  It can sometimes feel like finding a needle in a hay stack, a snowball in a snowstorm, or any other idiom for a difficult situation with no solution in sight.

Of course, being engulfed in the hiring and employment industry, we understand how difficult this is; that is the reason staffing companies are around, as with our extensive database of candidates and resources for sourcing, testing, checking references, etc., many companies turn to us to get the job done when time, resources, or sanity are running slim.  If this task was easy, the staffing industry wouldn’t exist.

If you find yourself in the conundrum where you feel as if you will NEVER fill that position, follow the tips below from an EHow.com article on steps for before, during, and after the interview to make a successful placement.  And of course, if you find yourself pulling your hair out at an alarming rate, you can always call Medix to assist you in your staffing needs.  We are always here to help!

Before the Interview

1.  Write a job description. If it is a new position, create one complete with specific duties, indicate whether the position is exempt or nonexempt, and decide how this position fits in with the reporting structure of the department. List if there are similar jobs in the same department or organization. This will help with identifying the candidate.
2.   Profile the candidate. Decide what competencies are needed to perform the duties of the job. These competencies should fall under three categories: intellectual, interpersonal and motivational. Decide on the kind of education or experience needed to be successful in the job. Think about if experience and education can be traded off for candidates who have less experience or less education than the job requires.
3.  Write questions that elicit the outlined characteristics and demonstrated experience from candidates. Depending on the level of job, you should have no more than 10 questions to ask the interviewee.
4. Review resumes thoroughly. There are some general rules of thumb in writing a resume, but the reality is, for x number of candidates that come across your desk, there will be x number of formats. Review them all–thoroughly. You risk losing a good candidate.
During the Interview
1.  Schedule 1-hour interviews. The interview should last 1 hour or less. When you spend more than an hour with a potential candidate, you’re not getting that much more knowledge on their skills. Granted, the more responsible the position, the more time may be spent on an interview; still, it may be in the form of more interviews with different people in the organization.
2.  Listen actively by taking notes. This ensures you are getting the proper responses from the candidate, and if necessary, rephrase a question if the candidate didn’t answer the question at all, or not completely enough.
3.  Check nonverbal queues. Standard industry practice is to take nonverbal queues literally at an interview. If someone is leaning back, they may not be interested in the job, or if they are blinking quite often, they may be lying. Likewise, if the candidate is sitting forward and taking notes, they are interested in the position.

After the Interview

1.  Rate your candidate immediately after the interview. Do not rate them against other candidates, but on how they performed as an individual.
2.  Have others, primarily your boss, do a second interview for just as long. Having multiple people interview the same person at different times gives you multiple perspectives of the person. Furthermore, you should do these interviews at different times of the day, if possible. People function differently in the mornings and afternoons.


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