BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - 24

EQUALLY, BY HAVING ONE OF THE LEADERSHIP TEAM LEADING THE INTERVIEW, YOU
ENSURE THAT YOU HAVE SOMEONE IN TUNE WITH THE ORGANIZATION'S CULTURE
AND THE TYPE OF EMPLOYEES IT NEEDS. HOPEFULLY THEIR EXPERIENCE WILL
ALLOW THEM TO LOOK BEYOND THE SKILLS AND ADDRESS CHARACTER AND FIT.
proven to be successful within your organization prior to the interview. Using these, you
should be able to plan a series of questions that
give you a better indication of the potential
fit of the individual. Don't read from a list of
questions and run a stodgy, awkward interview but do have key characteristics, behaviours and experience that you are looking for.
Ask questions designed to probe these areas
and keep these questions consistent so that
you are fairly comparing candidates.

3

BEHAVIORAL BASED
INTERVIEWS

Past behavior is the best prediction of future
behavior. This tried and trusted psychological
approach to interviewing should be your basis
of interview questions. If you are looking for
an example of how a sales representative is
likely to deal with rejection in their new role,
ask questions such as:
'Give me an example of a situation where
you failed to close the deal?'
'How did that make you feel?'
'How have you changed your approach
since to ensure that does not happen again?'
If you have planned well and asked appropriate questions, you should be able to walk
out of that interview with a clear idea if you
want to hire that individual. Making swift
decisions is another factor in securing the best
talent in today's current market.

4

LISTENING

Some candidates are 'interview animals'.
They prepare well, they present well and they
have all the answers that you were looking for.
But they may not be the best employees. Does
this mean your interview process is flawed?
Probably not. But it may mean that you are
not fully listening;
* Listen to the types of questions they are
asking you. Are these the type of questions
24

that someone who is thinking long term
and looking for a genuine match is likely
to ask?
* Ask big open questions and listen to how
they answer the question. For example,
try 'What are you looking for in your
next role?' Usually candidates answer this
question in their order of preference. First,
what is most important to them, secondly,
what they perceive is important to you.
'I am looking for a long term role with
opportunity to advance my career'. This
certainly indicates that they want stability. It may or may not indicate that they
want progression.
* Ask for a follow up action. Call me on
Friday for example. Do they call you first
thing in the morning; do they leave it all
day; do they email; do they send you an
invitation to set up the call. Don't make
final decisions on little things like this but
do 'listen' to the indicators about how this
individual is likely to conduct themselves
in a work setting.
* Most importantly, listen to body language.
How do they hold themselves, how do they
maintain eye contact, how do they introduce
themselves and how do they close the interview? All of these indicators help you build a
picture of that individual. You do not need
a psychology degree to interpret these signs,
most of us can do it naturally, and you just
need to actively think about it.

5

CLOSING

The aim of an interview is to discard the
candidate from the process if they are not
a fit or to progress them (to offer or a final
interview) if they are. If you make the decision
during the interview that this is your ideal
candidate; frankly, if the candidate is anything
but outright rejection; you should always invest
the time in closing the candidate on the next
stage of your process. Ultimately you want
them to want you as much as vice versa.

SEPTEMBER/OCTOBER 2017 BSIA NEWS

Iron out any objections they have. By now
you should have a good idea why they are
considering your role, what they are looking
for and what are the most important considerations for them in moving jobs. Make
sure that you speak to all of their needs and
present your opportunity as positively (but
fairly; you want them to stay) as possible. Ask
them how they feel about the role. Discuss
any objections.
Find out what your competition is. Where
else are they interviewing? How does this role
compare to your own? What do they like and
not like about the other opportunity?
Are they ready to make a decision? Check
that they have all the information that they
need. How are they feeling about the role?
Would they consider accepting if the offer
was right?
What would an offer need to look like?
Now is not necessarily the time to give them
an offer but it is the time to flesh out exactly
what your offer is going to need to look like.
Show them you are keen. Now is the time
to show that you genuinely appreciate their
time and interest, to tell them that they have
done a good interview and show them that you
are keen for next steps. Agree a follow up that
is in your control. 'I will call you on Friday
morning' rather than 'Why don't you give me
a call and let me know your thoughts'. And
make sure you follow up as agreed!
In summary, a well-planned and well-structured interview is always more effective than
a simple meet and greet. An organization that
conducts a professional interview conducted
by a senior leader will always supersede a company that lets a junior, inexperienced interviewer ask mundane and pointless questions.
As the market tightens for talent, this type of
interview will help not only better assessment
of potential talent, but also help the organization secure that talent.
Stephen Borer is Director of TalentSphere
Staffing Solutions. TalentSphere specialize in
recruiting for the building materials industry
across North America.
www.bsiabc.ca


http://www.bsiabc.ca

Table of Contents for the Digital Edition of BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017

Chair’s Message
Board of Directors
Skate with Santa
Calendar of Events
Pumpkin Patch
Slo-Pitch Tournament
Education Events
Ultimate Show Home II Progress
BSIA Celebrating 80 Years
New BSIA Members
BCFCA Events
President’s Message
BCFCA News and New Members
BCFCA Board Members
BCFCA Flooring Expo
Reject the Slab
NFCA Board Members
The Shell Busey Birthday Roast & Toast
Crown Building Supplies Ltd. – Open House Celebration
Erik Schlaud Promoted at ORGILL
TIMBER MART Builds New Alliance with CFL
Brad Dixon joins Castle
Time is Not the Enemy: You are
5 Interview Habits of Highly Successful Organizations
Index of Advertisers
BSIA Affinity Partner Program
President’s Message: Last Word
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - Intro
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - bellyband1
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - bellyband2
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - cover1
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - cover2
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - 3
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - 4
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - 5
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - 6
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - Chair’s Message
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - Board of Directors
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - Education Events
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - New BSIA Members
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - President’s Message
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - BCFCA News and New Members
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - BCFCA Board Members
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - BCFCA Flooring Expo
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - 15
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - Reject the Slab
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - NFCA Board Members
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - 18
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - Erik Schlaud Promoted at ORGILL
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - Brad Dixon joins Castle
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - Time is Not the Enemy: You are
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - 22
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - 5 Interview Habits of Highly Successful Organizations
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - 24
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - BSIA Affinity Partner Program
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - President’s Message: Last Word
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - cover3
BUILDING SUPPLY INDUSTRY ASSOCIATION- September/October 2017 - cover4
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