I'm a new manager and now have to interview and hire a new employee. What are some effective interview techniques that I could use?
A Know what you can legally ask, and be clear on the characteristics and skills you need in the role you're hiring for, and then develop questions that elicit specific information on those attributes.
The inner gameBeing on the other side of the interview table for the first time will be a very different experience. How are you feeling about it? If you're nervous, take time to visualize a successful interview, reinforcing your belief in your ability to fulfill this role, and also helping you identify the ways you need to prepare.
The first step is to think about the responsibilities that are part of the position, and the skills that are needed to fulfill them. Also important are the personal characteristics that would help an employee succeed. For example, someone who tells you that they thrive on change would not be the best fit for a job managing a routine process.
Also understand yourself, your preferences and your temperament. On the one hand, you want to hire someone compatible. On the other, you don't want to fall into the trap of hiring a clone of yourself because you're more comfortable with him or her. Also give some thought to the personality of the team.
Your past may provide some useful ideas on interviewing. Think about the best and worst interviews you've had when looking for a job. What set each of these apart, and what can you adopt--or avoid?
The outer gameTo ensure consistency across candidates, develop a formal interview guide. Also consider (but put in a separate document) responses that would raise red flags and others that would indicate a fit for the position.
Effective questions come in many forms; however, behaviorally oriented questions seem to be effective in gaining specific information. These start with "Tell me about a time when you..." then follow with specific job skills or intangibles such as the ability to work independently or manage conflict. Make sure that skills-oriented questions focus on the skill and not a specific application of it. This will help you effectively interview people with relevant experience in a slightly different setting, or someone for whom this would be a promotion. Here's an example: Rather than asking someone to describe writing a newsletter, ask the candidate to describe communicating information to an audience in an accessible and informative way.
Once you've drafted your questions, get feedback from your boss, your H.R. department or others who may be able to help fine-tune them. Then find someone to help you practice. Ask your helper to provide some general answers so that you can practice probing for detail, as well as some rambling, long-winded answers so you can practice reining them in.
Consider involving another person in the interviews, as well. Having two sets of perceptions of a candidate can lead to a stronger choice. And be curious about the candidates and what they have to offer.
The last wordFocused questions and preparation in asking them will help you be an effective interviewer and find a good candidate for your open position.