Interviewing Skills

38Most people believe that interviewing is easy and it involves very little skill. They see the process of simply sitting in a room with a candidate asking a variety of questions, and then trusting your gut level response about the person. This approach will not yield the most qualified candidates for the organization. Effective interviewing is a developed skill that can be mastered with practice, patience, and perseverance.

MMS has over 40 years experience in skill based training on strategies to improve organization’s productivity and enhance self development. MMS Interviewing Skills Training is aimed at anyone who wishes to develop their interviewing skills. Interviewing Skills Training will cover all the practical skills needed to make recruitment interviews productive and focused. Participants in this Interviewing Skills Training will gain complete understanding of entire process of planning, recruiting, interviewing and hiring the right person for the right job.

Interviewing SkillsThe purpose of the job interview is to gather sufficient, relevant data to be able to accurately assess and evaluate applicants so that you will make the right choice about the person/job match and positively influence the applicant to make the right choice about their future.

Studies have discovered that people who follow their preferences, rather than their competencies have more job satisfaction for the long term. For instance, a candidate might be a terrific typist, but they love to travel and would ideally love to be a tour guide. If that person gets a job as a typist, they will be dissatisfied and listless.

There are 4 key answers that you want to be certain that you can answer after the interview is complete. They are:

1) Does the applicant have the ability to do the job?

2) Does the applicant want to do the job (is it his/her preference)?

Ability and desire are two important qualifiers. If the person possesses the ability, but not the desire, there is a potential problem, and if they possess the desire, but not the ability, there is an obvious problem.

3) Does the applicant fit into the organizational culture?

4) Is this the best person for the job? Will they feel comfortable and at home in their new job?

The person must integrate into the culture otherwise the situation will result in a short-term engagement rather than a long-term commitment. When people feel like they don’t belong they end up leaving when presented with the opportunity.

You ultimately want to choose the very best candidate for the job, not just someone who is acceptable, available, or presents well.


To help you determine whether the applicant is the right one for the job, here are some areas that address these specific questions.

To answer the question, “does the applicant have the ability?” we examine his/her capabilities, skills, experience, education, knowledge, technical expertise, specialized training, analytical skills, accomplishments, and flexibility to show that they know and have experienced a similar situation. You always want to ask questions rather than assuming that a person has the abilities and know-how.

To answer the question, “Is this job the person’s preference?” we look at Motivation/Desire, behavior, preferences, interests, their goals, their drive and energy, their reliability, cooperation and taking initiative.

To answer the question of the candidate’s fit into the organizational culture, we ask about their need for structure, autonomy, freedom, direction, and independence. We also want to know if their values are aligned with the majority of the group. Where these questions don’t constitute a legitimate “knock-out punch” they do provide some indicators of long-term integration or expulsion.

Interviewing Skills Training is customized to meet your organization’s needs. Anyone who has to recruit as part of their job can take this training. Interviewing Skills Training helps the organization executives to learn successful interviewing strategies to find the best employee every time.