Interview questions

[Alan]

Hi all.
I am interviewing potential designers today for a position in my studio. My first interview ever.
I am going to be working closely with this person so mostly i will be judging them on how i get on with them and the quality of their portfolio and skills.

On top of that, does anyone have any suggestions for questions to ask during the interview to help ensure i get the right designer?

[bumfluff]

I would ask them to give a critique on a piece of work without preparation. A lot of portfolio work has input from other people, having a surprise crit can be a good way of evaluating their eye for design and detail.

I'd also be tempted to ask them for examples of jobs they did that they felt were successful and why, but focussing on the team process rather than the overall look (if they need to be working as part of a team).

[Brian Turner]

A particular point to note is just how artificial the interview situation can be, with intense pressure on the candidates causing potential difficulty in their being able to articulate themselves.

From a personal standpoint, I would be keen to know what future plans the candidate had, their willingness to learn new skills, and their ability to take constructive criticism.

Tell us how things go, though, and feel welcome to tell us which questions you asked that you felt gave you the best picture of your candidates.

[revsorg]

I found Great Answers to Tough Interview Questions to be a very helpful book to read when I was preparing to be interviewed. It's helpful to know if you are interviewing, too. Not that you necessarily should be tough, but at least if you know some techniques it might help.

[RichieRich]

Hello Allan
I went on a short interview and selection course which i now find invaluable...it was based on behavioural interviewing techniques and the principle was very briefly, deciding before hand what you were looking for in the canditate then asking them open ended questions(questions that required a full answer intead of a yes or no by starting the question of with ..what when where why how etc )

example
closed question:can you prepare a precise profit and loss plan
answer:yes!!!doesnt tell you alot!!

open question:What factors did you take into account in the last profit and loss plan that you prepared and what was the eventual outcome(this forces the canditate to explain something they have already done and doesnt allow for one word answers and the technique is further demonstrated by probing deeper should you want to know more with further closed questions.

how accurate did the forecast measure uip to actual plan?
what did you learn from doing this plan?
hwo much did you enjoy doing the plan?
What did you find most enjoyable
etc etc

The whole principle is using the canditates previous experience that he tells you of to predict how the canditate will react to given situations should you employ them ,and the system frowns heavily on asking the canditate any questions of how they may react in a scenario you set up as your almost gauranteed to hear what the canditate wants you to hear but its nigh on impossible to bluff an interview when behavioural interviewing is being used.

Very short explanation and hope it helps and id definately advise you to go on this type of course if you plan on doing even a few interviews as the investment in employees is massive both financially and such a mine field legally today to chance getting it wrong.(its improved the quality of employee i now emply on behalf of the business i work for and also greatly reduced staff turnover)

good luck

ps My first pst on the excellent forum so a big hello to one and all

[Brian Turner]

Hi RichieRich and welcome to the Platinax Internet business forums.

[RichieRich]

Originally Posted by Brian Turner

Hi RichieRich and welcome to the Platinax Internet business forums.

Thanks Brian and appreciate the welcome been on the look out for a site to join for a while and this one has a good feel to it

Cheers

[Alan]

Thanks guys. I believe i have picked the right person in terms of design talent (lots), skills (not all but i believe in their willingness to learn), experience and how much i get on with them seeing as i will be stuck in an office with them for many hours.
I let people criticise their own work which was very helpful in judging where they want to be and what they want to be doing.

The person i choose i called back for a more informal lunch before offering them the job.