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Management screening Interview
Ask about references (Can we contact your current employer?) This may help you determine the "feedback" potential to your competitor. A "please don't contact" response indicates that the candidate is probably not likely to go back to the office with the news of your company's business interests.
If "secure path" is indicated proceed. If not, have the candidate sign a 120-day non-disclosure agreement.
Describe the new project-use a written description.
Describe the initial scope of hiring and provide a draft of the project organization chart.
Ask: "Tell me about what your are doing now." Take notes! Encourage elaboration.
Ask: "What are the biggest problems you see, and what would you like to do about them?" Take notes! Encourage elaboration.
Ask: "Summarize your experience prior to your current job." Encourage brevity.
Ask: "Tell me about your education and training." Take notes!
Ask candidate to point out where he or she fits in your draft organization chart-make appropriate corrections to the organization chart.
Ask the candidate to review project time-lines and schedules. Ask appropriate questions about milestones, reporting, and deliverables.
Ask candidate for names of other people he or she would recommend.
If appropriate, invite candidate for a technical screening interview-be honest, if YOU wouldn't hire the person don't continue the process.
CONTRACTS AND COSTING INTERVIEW
Ask for salary history and range required for new position.
Ask the candidate to sign a copy of your contingent employment contract.
Impress candidate with your company's perks and benefits. Describe current contracts and performance history.
Give a package of company literature.
Commit to calling back.
Provide contact names (the specialists) for candidate to call with questions. Their questions can be very insightful, and an opportunity to expand your knowledge base.
Published by Organizational Communications, Inc. Republished with permission.
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