[TheCDAllenGroup]

A couple of days ago, I happened to pop in my DVD player the first season of The Apprentice, and I watched the episode where the last four candidates were being interviewed by Donald Trump's top executives.

What excited me watching this was the hard questions that were being put forth by the executives. It was obvious that the candidates had signficant difficulty interviewing or relatively difficulty interviewing.

So, when I begin to hire my first employees, I want to make sure that I (or the person I designate to do the interview process) asks questions and conducts the interview to really examine the potential employee in the fit into my organization. In essence, what I want to avoid is doing that general interview process - but really taking charge of the interview and digging into their characters, mindset, etc.

Anyone ever thought about this?

[Sam Barona]

It is always good practice to have two interviewers at any interview, but specially at the last interview.

The interview process need to match the nature of the company's culture and the nature of the job; so, for example, if the job is for a laid back cafe and for the janitor's position within it, then high pressure and sophisticated psychometric tests will be totally unsuitable.

THere are many types of questions that you can ask and different tools that you can use to elicit the information you need; however, you need to be carefull that you dont turn the interview process into a Wantanamo Bay interrogation crack squad. You might extract the information you want, but the recruits will leave thinking you a crack pot and never returning your calls.

Job fit is your primary concern; can they do the job better than the other candidates? Whilst culture fit is your secondary concern; can they hack the pace at my fast growing, fast changing company? or what ever your company's culture is.

Use the tools in their right context and forget about your copy of the SAS and MOSSAD handbook of interrogation.

Sam