Conducting
Objective Interviews
It's
been demonstrated that 70% of the assessment can be affected by first
impressions and whether the candidate and interviewer get along. However,
personality in the interview doesn't predict performance, nor is it a true
indictor of actual personality. Some candidates are temporarily nervous;
others are socially outgoing and are on their best behavior. More errors are
made in the first 30 minutes of the interview than any other time. Many
great candidates have been excluded too early because the hiring manager
didn't follow these simple steps. Accurate assessment takes reprogramming.
10 Great Reprogramming
Techniques
1.
Wait 30
minutes before making any decision - Recognize when you feel relaxed
or uncomfortable. Fight to keep the buying switch in the "maybe"
position. This way, all information has equal value.
2.
Conduct a
20 minute phone interview before you meet them in person, especially with out-of
town candidates. When you talk to someone on the phone first, you automatically minimize the
impact of personality and first
impressions.
3.
Don't start
the interview right away. Go on a tour, see a demo, but get into a
give and take discussion. This will help minimize emotions and set up the framework
for a good dialogue.
4.
Ask all
candidates the same questions, regardless of your first impression.
Write down a few performance-oriented questions to ask right away.
5.
Measure
your first impressions again after 30 minutes - Revisit the first
impressions. Compare them with you original assessment and evaluate your reaction.
This will help restore balance.
6. Change your
frame of reference. If you like the person be skeptical and ask tougher
questions. If you don't like the person, give them the benefit of the doubt and
ask easier questions.
7.
Listen 4
times more than you talk - the interview is not a casual conversation. It needs
to be a fact-finding expedition. You can accurately determine the candidate
competency with a 4 Question Interview.
8.
Treat the
candidate as a consultant or a valued customer - We always listen more to those
who are experts or have a superior position. Treat candidates the same way to
elicit more open responses.
9.
Talk about
real work - Discuss problems and related business issues.
Accuracy will increase if the interview is more like a problem-solving
session than an inquisition.
10. Use panel
interviews when the final hiring decision is made by an executive committee. You'll save time and minimize emotional reaction, since
there's less one-on-one relationships.
