In leadership, we have discussed the hiring process. For an assignment, my leadership team and I needed to compose 10-15 questions regarding hiring within a company. Precisely, we needed to ask someone who does not work in healthcare and plays an active role in the hiring process at their work. My brother-in-law, Michael, is a chemical engineer who works for Micron and hires new employees for the company. I thought he would be a great candidate to ask the questions that my team and I created because of his hiring experience and expertise. Listed below are the questions I asked him and his response.
- What do you look for in a person you are going to hire? – For me right off the bat cleanliness and appearance do have an effect. If you can’t really take care of yourself you’re probably not going to be a good fit. After that comes approachability and warmth. We test for technical proficiency, but throughout it all I’m trying to get an idea if this person can work with varied and difficult people.
- Do you feel that your final decision is influenced by your first impression of candidates? – Yes
- What is something that automatically disqualifies a candidate for you? – Disregard for safety (I have turned away a few people on the spot for this very thing). Apathetic, casual, approach to the interview.
- Are some interview questions asked to see if you can get a reaction out of the interviewee? – For us, no.
- What is the best format for interviewing people? (ex. Group, one-on-one) – I think having a panel is good as it provides a somewhat stressful situation and you can see how they handle several authoritative figures at once.
- What are you looking for when you ask them to tell you about themselves? – Professional experience and maybe a little of where they are from. I don’t care about your dog or your kids at this point.
- How much does a person’s appearance affect your decision? In what ways? – Its not everything, but it’s not nothing. Basically if you think your appearance won’t have an effect, you’re probably not going to do very well. Be presentable and err on the side of being over dressed.
- What nonverbal cues do you look for? – Eye contact. If they can navigate the panel and maintain eye contact I’m more confident in their ability to perform.
- What are you looking for when you ask what a person’s weakness is? – Feedback that they’re gotten from previous jobs and that they are working on. Feedback is given constantly (or at least should be). If a person isn’t even aware of the feedback they’ve been given then they probably aren’t working on improvement which means they’ll probably be a problem if you need to correct them.
- Does an interviewee’s past experience, or personality, primarily affect whether they will be hired? – Personality outweighs experience for me, but they are very close. I can look past lack of experience; it’s hard for me to look past a difficult person.
- What is the length of time you conduct an interview for? – Typically an hour
- How do you refrain or inhibit yourself from asking illegal interview questions? – Do the training and then stay job focused. Then just not worry about it really? I don’t have time in the interview to worry about that stuff I guess. I’ll probably get fired one day.
Overall, I appreciate Michael’s input. Throughout my nursing career, if I am in leadership positions and hire new employees, I plan on applying eye contact and the other feedback, Michael recommended.