So often we see employers undertaking interviews in either one of two ways:
1. Completely informal, unstructured and unplanned. This sometimes includes vague or random questions, which the candidate certainly does not know how to answer or what the interviewer is actually trying to understand.
2. Overly rigid , structured behavioural questions, with very little flex or probing. This will potentially lead to very restricted dialogue, minimal depth in answers and overall a poor candidate experience.
Both of these approaches can leave people walking away feeling they have had a less than ideal experience and possibly that they have not had adequate opportunity to demonstrate their experience, value or to get what they need to out of the interview.
So is there a one size fits all approach to interviews? Absolutely not, however some basic principles need to apply to ensure people are able to ‘show up’, with their best selves and that you, as the employer/interviewer, get a full view of the individual and who they are and how they operate.
Simple Mistakes to Avoid:
– Stop asking people random questions: Eg: “If you were an animal what animal would you be and why”? If you are trying to ascertain their personality style and approach then ask them some key questions that draw this out, rather than trying to be vague or clever, as we guarantee that it will not land well and the individual will walk away wondering what on earth they have got into.
– Avoid launching into behavioural/ situational questioning: Remember to build rapport and create some trust first and foremost. People can then relax a little and will feel you are interested in them as an individual, they will be more inclined to provide truthful answers and feel safe to ask questions andexplore areas also important for their decision making. Simultaneously this allows for you, as the interviewer to understand any potential barriers, concerns, key areas of note.
NB: Do not ask people to try and explain challenges in your own business or from a context of your business as they don’t have a full view on this, presumably, at this stage so rather provide key scenarios and then ask them how they would tackle these if you want to go here.
– Trying to wing it! Preparation is important and it will ensure that you and the person being interviewed have an equal opportunity to ask questions and to explore areas that are key to decision making. If you have more than one person interviewing then ensure people are prepared for this and they have full details beforehand and we suggest ensuring that you both have a clear understanding of where to step in and ask questions and which areas you will want to cover off. This does not mean being rigid or sticking to a script and does not negate the need to listen to responses, probe further where required and allow people adequate time to cover off.
Cutting people off/ moving on to the next question/ rushing: When the person being interviewed does not initially provide enough detail for a question: Sometimes people need a little more time to consider the question and draw on examples so allow them the space to do this and advise they can take their time. You will absolutely NOT get the best from someone if they feel time pressured or thatthey have not been given adequate space to answer a question. (less is more in terms of question volume so if running tight for time, drop a question versus rush an answer, providing the person is not rambling or overtalking). If someone has partially answered the question- do not leave it there, go back and address this and try and flesh out for the further detail by asking a further open question to assist eg: “Please tell me more about X”? “Will you please elaborate on how you got to this outcome”?
Our recommendations for success include:
1. Avoid all of the above pitfalls to start with.
2. Think carefully about your own approach and who you chose to interview with you and why?
3. Schedule appropriate time and time between interviews and do this at times you are energised best for concentration levels
4.Upskill where needed / bring in professionals to assist. Remember this is a window into you and your business and first impressions count (both ways!)
5. Really engage active listening and address assumptions/ any subliminal prejudice at the door
6. Create an environment and set the scene for people to feel at ease, engaged with and value their time and energy – because interviews are a big deal!
