PMI Risk Management: Interviews as Project Managers

It is the people around your project manager that will make you look good, or not. It is important to make informed and strategic hiring decisions. The PMI Risk Knowledge Area template makes it easy to be efficient and effective. Planning the Interviews. The interview will be to fill out a requisition detailing the risks associated with the deliverable. It is important to identify, quantify, respond to, and control risks. Identify the risks: The main constraints when scheduling a program are scope, time, cost, quality, and timing. These constraints must be met, but can be met in different ways. One resource might be more versatile than another, which can help you save money. You can’t have both, as a high-caliber focus is required for a niche package. What are the deliverables’ requirements and what tasks should be covered? After preparing a list of job duties, market the position. Qualitative Review: You might receive as many as 1000 (or more) resumes to fill a single job posting. A qualitative review can be a powerful way to select the best candidates. What qualities would you most admire in a candidate? You can choose to focus on several areas such as education, work experience and referrals. The more resumes received the more constraints can be added to or weighted according a low, medium, or high importance. Quantitative Review: After qualitative review, the resumes were narrowed down to a handful or more candidates. Thank goodness! The hard part is now: finding the right fit. It might be worth a few phone interviews to get the dirt off your cleats. If the hire will be spending a lot of time on the phone, they should be proficient on the phone. Face-to-face interviews will provide the most valuable information. Several things spring to mind. What are their motivations and attitudes? Can they match the criteria being used? Evaluation by The STAR Technique * Situation – What was the context of the story? This is a great way to compare past candidate results. For example, “My car stopped working while I was on a date.” * Task: What was the task? For example, I noticed that the car needed …” * What actually happened? I got water, toothpaste, a toothbrush and baking soda to MacGyver my contraption. * Result – How well did the situation turn out? For example, “The car started up like a champ” and I got married to my date. Risk Response: Once the right candidate has been chosen, certain risks can be mitigated by having the work done with a responsible party. The candidate may not be able to fulfill all the requirements. Determine what residual risk remains and how you will deal with it. To manipulate the candidate into joining the fold, some training may be required. You can evaluate your risk tolerance and compare it to the risks that are withstanding. If you feel comfortable with the future plans, you are ready to roll. Control Risks: How will these risks be managed and controlled in the future? How will the candidate act every day? Did the selection be based only on the candidate’s best prepared answers? Can you see how honest they are? Can you tell if they are trustworthy, loyal, and diligent in meeting performance expectations? While some candidates may be able to pass the interview, they may not be the right candidate. Future work is at r