Conducting Better Interviews – The Focus Isn’t Only On The Candidate

By Brian Maynor

 

As the job market bounces back, the importance of effective interviews is going to rise.

When talking about interviews so much emphasis is placed on the interviewee and what they should say, how they should act and what they should wear that it’s easy to forget interviews are two-sided.  The interviewer is just as important in the process, if not more so since they control the experience.  Here are some pointers for conducting better interviews from global executive advisor and author Claudio Fernández-Aráoz:

 

1. Prepare.  You’ve waded through resumes, conducted phone interviews and are now ready to have face-to-face meetings, but do you know what you’re going to say and more importantly exactly what you’re looking for in a new hire?   After so many phases it’s easy to go on autopilot and rely on form questions, job descriptions and recitation of past experience and success during interviews, but that isn’t the most effective use of the exercise.  As an interviewer, take some time to really think about what qualities you’re looking for beyond the resume and the type of questions you can ask to uncover them.
2. Strive for a stress-free experience.  Candidates are going to be nervous, not matter how seasoned they are, but as the organizer you can help alleviate some of that stress.  If the goal is to have an effective exchange then you want them to feel as comfortable as possible and that comes from removing some of the mystery and allowing them to prepare.  One way to do this is to share your goals for the interview and the topics you’re going to talk about.  Also, tell them about the company dress code so they have some guidance on what to wear.  Every little bit helps when it comes to putting someone at ease.
3. Limit the number of interviewers.  While you don’t want to be the only person listening and evaluating a candidate, when too many opinions come into play there is bound to be conflict.  Mr. Fernández-Aráoz states that three people make up the ideal panel:  the boss, the boss’ boss and a senior HR person.  Another effective tool are peer interviews, because they allow candidates to interact with potential colleagues who will feel engaged in the process and have a direct reason to help the new person succeed.
4. Use real problems.  Just like when you hire a chef you ask them to cook for you ask candidates how they would address real problems you’re facing.  This gives you an opportunity to observe how they work and how they would react as part of your team.  You can also assess their traits against your ‘wish list’.
5. Consider ‘cultural fit’ but not heavily.  Company culture is a hot topic at the moment and a lot of focus is on finding candidates that ‘fit’ but you also need to allow for adaptation.  While you want the person to feel comfortable in the company and with potential colleagues, it’s more important that the goals and abilities of the candidate align with the company first.  People will acclimate to a culture fairly easily.
6. Don’t forget to sell the job.  Once you’re convinced the candidate is a good fit spend time selling the company and the job to them.  This is the two-way street part where they will be evaluating you and what you have to offer, so make it fun.  If you need reinforcements offer to let them meet key team members.  Peers provide an honest ‘real life’ picture of the company and job ahead.

 

Interviews are all about finding the right fit for both parties, but that doesn’t mean they should be shrouded in mystery.  When you give people more information you can better judge how they processes and interpret it; plus we all perform better under less stress.

 

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I am always curious to hear from you and what you see in the workplace.  Send your questions, comments and pet peeves to [email protected].  Also find each of these storyboards at http://brianmaynor.polyvore.com with links to purchase each item.

About Brian Maynor

Brian Maynor has built a reputation as one of the leading style coaches in the Southeast and is quickly expanding his eponymous company, BRIAN MAYNOR and his FIND, FLATTER & FLAUNT line of image consulting services. A professional with a fresh, upbeat and down-to-earth personality and boundless creative energy, he works frequently with with local celebrities; Fortune 500 companies and nonprofit organizations; modeling agencies; fashion designers; production companies; record labels; media and individuals. A regular contributor to various fashion blogs and online communities, Brian Maynor is one of the most trusted and recognized style experts in the region, utilizing his education and training as a broadcast journalist to serve as a style lecturer, emcee, and commentator for over a decade. He has appeared at fashion shows, expos, and charity fundraisers, as well as events with big brands like Banana Republic, Ann Taylor, Chico’s and Macy’s. His approach is innovative, creative and fashion-forward, balancing fresh, modern styles with classic pieces to keep one’s look grounded. To learn more, visit http://www.brianmaynor.com.