So this week some of the supervisors at work, went through a workshop on behavioural interviewing techniques, where a couple of us were requested to share a few learnings we’ve had over the years in interviewing candidates.
I thought I should probably try and put together what I tried to articulate during the session.
Humility is under-rated. New hiring managers and old ones too, sometimes get a “high” out of being in a position where you literally are able to change the direction of a Candidates career. Remember the saying, “with great power, comes great responsibility”? Well, I personally feel being conscious of your own interview experiences as a candidate as you started off your career is helpful to put your current role at hand in perspective. Being mindful that you’re treating your candidates with dignity and respect is always a good starting point. Small stuff like an apology if you’ve had a candidate waiting for a while is always in line. It’s sad that doctors and interviewers don’t feel the need to apologize when they’ve had people/ patients waiting for hours on end.
“Multi-tasking” is over-rated. Not sure if multi-tasking actually improves productivity – but I’m a “single- tasker” and when in an interview, a good practice to follow would be to give your undivided attention to your candidate- keep your phones on “silent mode” and preferably off. It may be just another interview for many of you as part of your role- but for a candidate, it’s a milestone, so, make sure your respect the time and effort he/ she has made to be at the interview by keeping distractions to a minimum- if you have a secretary, ask him/ her to not transfer calls and if you have a smart phone- do the smart thing and put it on voice mail / DND mode.
Interviewing with Mindfulness is all about getting yourself and your candidate into a mind-space of clarity and awareness.
Listen to understand- not to respond. It’s easy to forget that the most important aspect of an interviewers role is to listen. Ask the questions and listen. Try the 80/20 rule. You should be talking less than 20% of the time and listening the rest of the interview. Also practice “active listening”- don’t start framing your next question while the candidate is responding- maintain eye contact and listen to understand. Paraphrase to ensure your understanding of his/ her response is complete and true. I’ve seen a lot of interviewers sometimes use the interview to massage their own egos, and literally “high-5” themselves in their own minds with a smirk on their face, when they ask a good counter question that puts the candidate in an uneasy position. Grow up for gods sake.
Have a growth-mindset and be open to new possibilities. A candidate is like a stock, which a company invests in, if you have a candidate with great attitude and an appetite to learn- believe me, you have a winner, even if he/she probably does not have all of the requirements of the role. Hire for attitude- train for skill.
Have conversations. Yes, put the candidate in a comfortable, non-threatening environment and chances are you will get a lot more insights into the person and make the right hiring decision.
Remember you are not taking a decision to get a robot to do the job, and a human comes with a lot of feelings, and emotional baggage which will have an influence on your team.
A resume lists “experiences”, so while it is important to verify that the information provided is right and a true representation of skill – your role as an interviewer is to also decode the person who is the product of all those experiences.
So there you have it, of all the strategies and tactics you may try and craft to drive “Candidate Experience” and “Quality of hire”, “Mindfulness” of all stakeholders in the hiring process is probably going to have the biggest influence in driving these metrics.