Before conducting any interview, you first need to establish the objectives of the selection process. Interviewing should not be just about filling an open position. Anytime you have an opening to hire someone, you have an opportunity to build bench strength, organizational effectiveness and the opportunity to introduce fresh ideas and new insights into the organization, and it doesn’t matter what level in the hierarchy the opening exists.
Consider the following key objectives of the selection process:
1. To fill the immediate opening with an individual with the required skill sets.
2. To build a talent pool for future job openings at higher levels in the organization. Promotion from within is a building block for unity, cohesiveness and the validation of respect for employees. Make sure you select the best based on not only current skill sets but also based on the future potential for individual growth.
3. To ensure a cultural fit. Developing or maintaining a specific cultural identity should be a consideration. Teamwork and camaraderie are essential to success, and personality profiling can help you determine if the job candidate will “fit in” to your organization.
During the hiring and selection process, complete a job function analysis to determine if the current scope of authority and responsibility are in alignment with departmental and corporate objectives. It is very possible that these job requirements have changed based on the job function analysis. In fact, there are cases where the entire job has changed and even the person the job candidate reports to has changed.