[Histonet] Interview Questions

[Lee & Peggy Wenk]

Ask the type of questions that require multiple layers, with explanations 
and other examples.
Give me a time when XXXX, and how you handled it?
Why?
What else do you think you could have done? Why?
What was the outcome?
Were you satisfied with it? Why?
Can you give me another example?

Ask at least three "deeper" questions on each topic. Most people have a 
"prepared" answer. You want to get to the "have to really think about it" 
level, where you might find out what they really think.

Don't accept a one sentence answer. Give long pauses. People get 
uncomfortable, and just start talking to fill in the silence. Again, that's 
when you might find out what they really think.

Talk about when things didn't go right. Find out how they handle those 
times. Most people can go with the flow when everything is going smoothly at 
work. It's those "other" times that we need to know how people will react.

Don't accept "oh, that's never happened to me". EVERYONE has had a negative 
time or person at work. If they won't talk about it, then they won't deal 
with it when it happens at the new job, or they will handle in a way that 
your business and coworkers won't like.

Ask about:
- negative times or people - who they didn't like working with or had 
conflict with, or a time things didn't go right at work,  and why and what 
they did to help the situation, and what was the outcome, looking back what 
they could do differently.
- time they needed to be flexible (same type of follow up questions)
- time they had or work as a team, or a time when a team they were working 
on didn't work well together
- time they had to change procedures or the work flow or priorities at work.
- why are they deciding to change their job at this time. Why, why, why.
- what they do in the slow times at work
- the best manager they ever had, the worst. why, why, why
- how they manage doing several tasks at the same time, how they keep track 
of the projects
- stressful time at work - why was it stressful, what did they do to handle 
it, what would they do different.
- continuing education - how they keep themselves informed about changes in 
the field
- time they were evaluated unfairly, how they handled it, what was outcome, 
how they could have handled it differently.
- significant accomplishment at work - what they did, why,
- what their plans are if not accepted into that position (find out if they 
are willing to do anything to increase their chances next time (attend 
workshops, online CEU, go back to college, become ASCP certified, whatever))

Last, if the job requires that they be ASCP certified (and I hope it does), 
get a copy of the certificate, and then contact ASCP with their name and 
ASCP certification number. Get it verified from ASCP that the number matches 
the name. People are copying someone else's certificate, whiting out the 
name, printing over their own name, copying it again, and passing it off as 
their own.

Peggy Wenk
-----Original Message----- 
From: Breeden, Sara
Sent: Wednesday, January 25, 2012 10:37 AM
To: histonet <@t> lists.utsouthwestern.edu
Subject: [Histonet] Interview Questions

Okay, My People - I will be one of the interviewers for locating my
replacement).  I've not been this "fortunate" before and I do know there
are questions one cannot ask so that's not an issue.  What I'd like to
know is what I SHOULD ask.  This position is fairly straightforward -
basic veterinary histology with nothing significantly challenging (but
with that potential).  What would YOU want to know about a candidate
that would convince you that this person was The One? I need questions
with "meat" to them.  Your suggestions will be much-ly appreciated.
Gracias!



Sally Breeden, HT(ASCP)

New Mexico Department of Agriculture

Veterinary Diagnostic Services

1101 Camino de Salud NE

Albuquerque, NM  87102

505-383-9278 (Histology Lab)



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