{"id":69056,"date":"2019-12-21t12:00:22","date_gmt":"2019-12-21t17:00:22","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=69056"},"modified":"2024-08-14t11:26:42","modified_gmt":"2024-08-14t15:26:42","slug":"the-lost-art-of-the-interview","status":"publish","type":"post","link":"\/\/www.g005e.com\/2019\/12\/21\/the-lost-art-of-the-interview\/","title":{"rendered":"the lost art of the interview"},"content":{"rendered":"

\"two<\/a>5 things you’re trying to find out.
\n<\/strong><\/p>\n

by steven e. sacks
\nthe new fundamentals: practical guidance for today\u2019s accounting firms<\/a>
\n<\/i><\/p>\n

\u201cyou’ve gotta understand \u2013 when you interview someone, it’s not an interrogation. it’s not the nuremberg trials.\u201d \u2013 joan rivers<\/p>\n

the process of interviewing candidates can be done more effectively if less reliance is placed on the resume. much has been written on this, from psychologists to organization behavioral scientists and everyone in between. the prevailing view is there needs to be the \u201cknowing of the unknown.\u201d<\/p>\n

more: <\/b>the new way to handle exit interviews<\/a> | be a talent magnet<\/a> | make crap a badge of honor<\/a> | the job interview: a make or break proposition<\/a> | 10 elements to balancing shareholders\u2019 needs<\/a>
\n\"goprocpa.com\"exclusively for pro members. <\/span><\/strong>log in here<\/a> or 2022世界杯足球排名 today<\/a>.<\/span><\/p><\/blockquote>\n

filling a position, after all, is a two-way street of mystery: the candidate will have no idea of what the actual work environment will be like, and the organization will not know if the candidate matches up with his or her resume. if you are responsible for selecting candidates\u00a0or at least screening them in the early phases, use your time wisely and ask relevant and insightful questions. it will be a mutually beneficial exercise.
\n
\nthe problem often is that the screener is the first line of defense and really just wants to know that the person has a pulse, is not an escaped serial killer and can string together sentences in an articulate and understandable fashion. all baseline stuff. but if the initial conversation is done over the phone, the in-person meeting can end up being a waste of time \u2013 for both parties.<\/p>\n

i am not quite sure that the phone call is even a required step, especially when the open position requires understanding body language and various nuances that the eventual boss will feel comfortable with. and the boss presumably has a bs radar that is more advanced. this screening phase should then be reconsidered.<\/p>\n

avoid the clich\u00e9s<\/strong><\/p>\n

in any phase of the interview process, you should avoid certain open-ended questions, such as \u201ctell me about yourself.\u201d this is one of the biggest conversation roadblocks. what does the question mean? does it relate to someone\u2019s work background? jeez! if yes, then read the darn resume in advance.<\/p>\n

employers, like candidates, should be conducting research to ensure that the job requirements are flexible to allow for a broader array of skills, thus uncovering potential. otherwise, the prepared candidate may get the impression that the meeting will be fruitless, and the employer may miss an opportunity.<\/p>\n

if you are involved in determining the right candidate, you\u2019ll want to know<\/p>\n