This cast describes how to create a simple behavioral interview question.

This cast explains how to capture interview results in a fast and simple meeting.

One of the things we have learned over the years is that bad hiring is easy, and good hiring is hard. It's easy to hire someone who isn't going to work out – just do one interview, don't dig for details, don't listen to the doubts you're feeling, don't interview for the soft skills.

Of course, this is what happens far too often...and then when there are culture or discipline problems, everyone starts talking about changing the culture, or doing exit interviews.

Have you ever had to interview someone on short notice? Ever felt like you didn't know what to ask, or how to evaluate the answers? You're not alone. Unfortunately, what most managers do is "wing it". And that's more than just ineffective - we think it's wrong. The danger of winging it is not just that you feel uncomfortable, you look bad, and you don't get good information upon which to make a judgment of the candidate. The real danger is that the candidate can tell that you're winging it, and that reduces your firm's chance of hiring the best candidates.

So, what to do? In this cast, we share with you The Manager Tools Quick and Dirty Interview: a few simple questions that always work. There's a lot more to handling such situations, and those will be in our How to Interview series. But for now, when "No, I don't have time" doesn't get you off the hook, this is what to do.

  [Play in Popup]