How Hollis Jones & Associates is Different

As we begin our new website for Hollis Jones & Associates, we want to share information with you about, not only recruiting and executive placement, but also about food.

Since my mother instilled the mantra – Business first, our inaugural article will share some insight for our clients on the interviewing and hiring process.

As we interview candidates for opportunities with our clients, we conduct several phone, video, and even, for senior executive positions and as requested, in-person interviews. This process of multiple interviews in varying styles assists us in getting a 360 degree perspective on the candidate. We’re endeavoring to learn:

  • Candidate personality traits
  • Functional skills
  • Personal and professional motivation
  • Team work style
  • And much more information.

We start with a “get to know you” interview where we build a dialogue with the candidate to determine general overall possible fit. In this interview, we spend at least 30% of the interview explaining our client company and the position we’re recruiting.

For our next interview, our questions are scripted based on functional, cultural, and motivational needs of our client’s job. This interview is less conversational; however we usually can create dialogue in the questioning process. Rapid-fire questions with little warmth don’t allow the candidate to relax and share freely. Even with questioning as our primary format, we maintain dialogue.

Recently, I saw this article and agree with it, so wanted to share with you:

Interviewing

“It is important to get to know whether someone is right for a job. In order to do that, interviews should be a chat. A good rule of thumb is that the interviewer should talk about one-third of the time. Establishing a dialog is critically important to the process since it enables the free flow of information. Peppering a candidate with questions merely elicits quick responses and rarely enables either the candidate or interviewer to delve into the reasoning behind an answer.

I don’t believe in speed dating. I certainly don’t believe in speed interviewing. If you are too busy to conduct a proper interview, the meeting should be cancelled or continued at another time. I have lots of clients who see a candidate two or more times in order to get all the information they need to make a final decision. Interviewing is at least part public relations.”

Source Fordyceletter.com An Interview Should Not Be Like Speed Dating