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what to ask when interviewing someone?
I'll be participating in a panel interview (as an interviewer not the interviewee) and I'm not sure what are good questions.
I've never done an interview before (only ever been the interviewee) so I'm not really sure where to start.
My coworkers, my Boss, our Director and obviously the candidates will be there.
ETA: The person hired would likely be trained in by me and would be an equal in regards to workload and status.
Two of the candidates are currently in my department but doing a different role. The one has been making many, many mistakes lately. She only works for us on-call so I want to give her the benefit of the doubt that she's just trying to get in the groove of things when she is working, but it's all easy stuff...stuff that she should remember and know.
How do I put that out of my mind? Or, should I keep it in mind?
I know the other candidate too from when we worked together in a different department together.
Re: what to ask when interviewing someone?
I would talk to your CWs, boss, and director and see what questions they have in mind. That way there's no redundancy. Some places have scripts to ask questions from.
You could ask the typical questions (why do you want this job, why should we hire you). Situational questions are always good (describe a time when...), and you could make that somewhat specific to your position in terms of dealing with workloads, deadlines, etc.
A CW's favorite question is, "Tell me something (in a professional sense) I wouldn't know about you until you'd worked here for 6 months". It might not work as well with people you know, but you might be able to tailor it to ask about that job in particular.
If one person had been making a lot of mistakes, I'd keep it in mind but wouldn't let it be the end-all of the interview.
GL
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Disclaimer: I am not an MD. Please don't PM me with pregnancy-related questions. Ask your doctor.
Thank you! I appreciate you taking the time to reply
If someone makes a lot of mistakes, you absolutely should keep it in mind.
I wouldn't even be afraid to confront this candidate with the issue, and say, "How do you plan to make fewer mistakes?"
I agree that the "tell me about a time" are good ones. For example, "Tell me about a time when you had to correct your mistake." LOL. Or, "tell me about a time you had to overcome an obstacle at work." Sometimes these open ended questions really bring out the attitudes of the associates when they least expect it.
You could ask them more out of the box stuff, like "If you could change any one thing about your department, what would it be?" This gets them thinking about ideas to benefit the company, or, it could also open up the complaint box, and you can find out who the whiners are.