Hiring Interview Reflective Journal

We interviewed Doug Dahlin this week. He is a construction foreman/independent contractor in Fairfield, CA. This was a great opportunity to gain some knowledge and understanding from someone who has hired/fired so many people throughout his career. One thing that stood out to me in our interview was the large value he placed on candidate’s confidence, composure, and self-esteem. Much of these characteristics are conveyed with little to no speaking whatsoever. As soon as a candidate steps foot in the door, these attributes can instantly begin to be assessed.  I feel that of all the information he shared with me, this was most important to me personally. I actually spoke to Doug in further detail as to how he likes to see people act in the interview setting, how he likes them to carry themselves and deeper details on what he likes to see from their nonverbal communication. I feel like I learned a lot from him in this area. He also talked a lot about personality and how important it is to have someone that works well with the other staff. I learned from him that impressions on the candidates personality are made almost immediately when interviewing. These impressions can gradually change throughout the interview process, but generally do not gravitate too far from the initial impression. I also learned from him the value in a candidate taking time to have a thoughtful answer. He talked about how he liked it when candidates would spend a moment or two critically thinking the situation for a good and correct answer. Candidates who just blurted out their first thoughts or took long periods of time to respond were viewed negatively.  This was a great interview and I feel like I learned a lot from Doug!

Most of the interview:

1.    What characteristics do you value most in an interviewee?

I value their ability to answer questions with confidence and without much hesitation.  I don't mean that they have to answer quickly because I appreciate some thought prior to answering, but answering within a reasonable time and with confidence is prime.

2.    How big of a role does body language play in the interview process?

I feel that their body language is as important as their spoken language as both types of communication make patients feel either comfortable or insecure.  Confidence with good eye contact and good posture communicate professionalism and tells patients that they are in good hands.

3.    What's the best interview you've conducted and what made it so?

I think that the best interview that I conducted was actually with a person that I did hire.  She was confident and answered my questions with explanations of why she answered the way she did.  She made me feel that if I hired her that she would do the job well and do it with a the purpose that I had in mind for her.

4.    What is the worst interview you've conducted and what made it so bad?

I was unprepared once and the interview was terrible.  I think part of it had to do with the person that I was interviewing (non-hirable type) but preparation is key to communicating what you are looking for and also in making the interviewee comfortable enough to be themselves and to communicate their concerns as you communicate yours.

5.    How soon would be too soon for a candidate to do a follow up call?

Good question.  I think it depends on what the candidate says when they call.  Four hours is too soon and 3 days is too long.  I expect an organized and serious person to call the next afternoon and ask if the position has been filed or if there are any other questions they can answer.

6.    How early is too early to show up for an interview?

More than 15 minutes prior to the interview time.  Promptness is important but let's not get rediculous!

7.    What is the best way to make an interview a conversation and not an interrogation?

Saying things like "Oh, I like that, tell me more about that", or "How did that make you feel?"  It is sort of like dating.  If you show an interest in the candidate they are more likely to be themselves and that helps you decide if that is the personality you want in your office.

8.    In the hiring process how much time should you spend asking questions compared to answering questions?

Most of the time should be spent asking questions.  I start my interview with a written job description and expectations that they can read while they wait.  If it still fits them they won't leave!  I then answer any questions regarding the job with quick concise answers and then get right into the asking part.  Having said that, I think it is important to note that a candidate that asks questions is truly showing interest in the job and that is a plus.

9.    Are there any questions you see as crucial to ask in every interview?

What skills will you bring to this job?

What was the hardest thing you had to overcome in your life?  Follow up with...how did you overcome it?   This tells you a lot about their personality and how they control or lose control.

10. What helps you to notice when a candidate is being honest?

Posturing.  Eye contact is super important.  It tells me if they are making it up as they go or are comfortable and candid.  Remembering that this is how they will be speaking with staff and clients

11. What questions do you like candidates to ask you in return?

Questions about sick and vacation days.  But also about the other staff members.  Everyone likes to fit in and feel welcome.  I would have the staff help with second interviews and give me their opinion.  Afterall, they will be working with the candidate more closely than I.

12. How much importance do you place on experience versus education?

Firstly education is what helps a person gain experience.  However, book learning is one thing and experience is another.  Experience helps a person learn how to communicate those things that they have learned in a way that is acceptable and understandable.

13. How large of a role does personality play in the hiring process?

Personality plans a huge roll.  There are personality tests that people give now to best assure that they will get along with the other staff members.  Generally you can tell through the interview process if they will be compatible with the group or not.

14. What type of dress would you like to see in your interviewees (scrubs/professional/etc)?

Professional but not over dressed.  They should be able to know by the time they get to the interview what type of job they are getting into.  I appreciate a person that dressed for the job and look like they are ready to start.  They better not show up in a T-shirt or running shoes without a good excuse.

15.  Based on past hires, what would you say have been some of the top attributes that got those new hires their job?

They were optimistic, confident in their answers,  clean and well dressed/groomed, they smiled and asked thoughtful questions, and they had good eye contact and self esteem.  The serious ones always ask something like,"if I were hired when could I start?"  They weren't late to the interview and if it were a group interview, they were the last to leave.