Interview Tips for a Project Manager

epic project manager interview This is a topic that many people are looking for. bluevelvetrestaurant.com is a channel providing useful information about learning, life, digital marketing and online courses …. it will help you have an overview and solid multi-faceted knowledge . Today, bluevelvetrestaurant.com would like to introduce to you Interview Tips for a Project Manager. Following along are instructions in the video below:

“I m devin deen content. Director here at projectmanagercom. During the initiating phase of a a project or project sub phase. You go through a process of appointing the team to work on that particular project now in doing so i like to use three different types of interviews to make sure i get the best possible people for my project.

Teams. I use technical interviews. A behavioral type. Interview and lastly.

I do reference checking interviews each of these interviews have a specific outcome. And you re trying to find out a lot more about the candidate who s applying for that particular role. They all have a general flow. Which i ll go over a little bit later in this section.

Talking about the flow of the interview. But let me just spend a little bit more time elaborating on what you re looking for in each of these types of interviews. Now in your technical interview. You re really trying to get down to the nitty gritty of what that person can do how they can try to contribute to the project team what sort of experience they ve had in the past.

They can bring and bring to bear on that project team to actually help you achieve what you re setting out for in the technical interview. You re actually looking for specific competencies. Perhaps. You need a cobol developer c.

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Java. Developer. Maybe you need a particular masonry. Or a cameraman.

A grip for working on a video shoot. These are the type to assembling the questions here are going to help you understand what that person can do and what they can t do specifically relate it to the task. They re going to be having on that project team the next style of interview. I like to use is a behavioral type interview now in a behavior interview.

What you re trying to find out is a little bit more about what what makes that candidate work. What sort of things have they done in the past and how they reacted to situations in the past can give you an indication of how they re going to react in a situation. Your project team you might ask questions like what was the most creative thing that you think you ve done or name. The most influential influential person or event in your life or in your last project team or role what did your manager.

Say that you needed to work on most and what did you do about that in the behavioral interview. What you re trying to do is once again trying to find out what that candidate. What makes that candidate take well really. What makes them the most the best possible person for your project.

Team in working with the other company other team members lastly reference checking now look in technical or behavioral. Interviews. Anyone can put on a good show anyone can give you a sales job. You ve got to make sure that you check your references get both the good and perhaps not so good references from your candidate.

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Give that person a ring and go through your series of ten or twelve questions to better understand once again have that candidate performed on the job. What they liked about them if they d have them back. Why or why not there s a whole list of questions that you can go through and ask your ask your references. But it s important that you do that reference check in today s online world everyone is doing a lot of self promotion their linkedin profile their facebook profile.

They re really really talking all about what they can do for you you ve got to cut through all that noise and get to the gritty the nitty gritty about what that person can or can t do on your project team. I do two of each of these and i also don t do them all myself make sure that you have another project team member go through and do a technical interview in a behavior. Interview and a reference check for you you might have your technical specialists or your solutions architect conduct. A bit.

The technical interview. You yourself might do one behavioral. Interview and have another team member perhaps. A colleague or peer.

Do a behavioral interview with that candidate and your reference checking well make sure that you do at least one of those yourself. Now the typical flow of the interview is basic before you get started you really need to know what you need on that project team get your job description done workshop that job description with the other project team members make sure before you call in and put that ad up on the internet that you actually know what you re looking for then write the ad in a way that you can attract as most candidates or better try and ask around if then if some of your colleagues or peers. Know somebody who has a particular skillset that you need on that particular project team now the flow of the interview is basic and it can chop and change throughout. But here.

The here are the building blocks of that interview process first off is the introduction. You really want to warm up the candidate. A lot of people believe it or not when they come to a particular job interview are very nervous even more nervous. Than you are and doing the interview warm them up ask them about their family.

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Ask them about what they did on the weekend start getting them to relax. And when they start relaxing then they ll really show you who they really are next off once you go through the introduction make sure you are inquiring about the specific skills that they can bring to the project team go through their list of certifications go through the experience that they ve had around that particular skill that you re looking for and find out more about what they did in the other projects or other roles that they ve had using those skills. Learn a little bit more about their experience. Take the time to have them tell you stories about what they did on the last job and how that may help them on this job go through the list of qualifications.

These might be certifications. Now certifications don t necessarily indicate how good a particular resources against their competitor. However it does give you an indication that they re committed to learning more about that specific skill set so if they re committed to ongoing training. You know you ve got a person who really really wants to invest personally in achieving the best possible outcome.

And giving you a high quality product. So qualifications just making sure they have some in the what skill set that you re looking for can give you a good indication on how committed that person is to delivering a quality product. Next. Kp is make sure you convey to them what you re expecting from their performance on the project team.

And how you re going to measure that performance make sure they get a clear understanding about that from you and see how they react to it if people don t like to be measured or monitored. You don t want that person on the project team. Because what they ll end up doing is working in a silo and not collaborating and not being a team member not participating in the project team in a way that is best functional for the whole team they ll be performing as an individual so make sure you talk to them about how you re going to measure and monitor them. And what you expect inform them in terms of their work habits.

Last work. So around the work habit work environment. You need to communicate that they re going to be in a big project team in an open office or hey. They re going to be on site with one or two other project team members with the client make sure you communicate what that work environment is and get their reaction to that work environment.

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See how they feel about it. Next. One is you go and talk about salary or their hourly rates. If it s a contractor make sure that you communicate that upfront so you set their expectation.

The worst thing you want is to hire somebody on and them to come to you the next. We can say look i m really not thinking. It s working out it s not enough money for me. It s not meeting my basic needs be very open and honest about the dollars.

It s it s not a scary topic. Just lay it on the line. And say what it is any special conditions that they might have to do on the job are important to communicate at that time if there s travel involved or if there s a particularly thorny client that needs some a little bit more hand. Holding you need to make sure that you communicate what those special conditions are so that once again when they go into the role.

They know exactly what they re getting into and lastly always leave room for their questions. The type of questions that they ask will give you an indication of the quality and the thoughtfulness of that person has and what they can bring to bear on that project team for other tips and techniques and how to s and next week s whiteboard. Session please be sure to join us at projectmanagercom. ” .

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