In most of the job search literature, the bulk of the burden
of expectations usually falls squarely on the shoulders of the candidate. Among
hiring managers and HR personnel, it is often assumed that the applicant is
responsible for the success or failure of the meeting, and that this
performance can be used as the primary basis for evaluating their fitness for
the position.
Of course, it’s perfectly acceptable to expect a jobseeker
to be at his or her best during an interview. But what may not be as fair is
the assumption that the hiring manager directing the process has little or no
impact on a candidate’s interview performance.
It’s Up to You to Make the Most of the Interview
In fact, contrary to popular belief, a growing number of
experts now say that unprepared or inexperienced interviewers can bring out the
worst in a candidate, creating an environment in which an accurate assessment
of the applicant’s qualifications can be difficult, if not impossible, to attain.
It’s up to hiring managers to ensure that they have skills
and training necessary to learn all they need to know about each applicant and
make the best decision. How do your interview skills stack up? Use this list of
best practices to help fine-tune your technique.
Set
aside some pre-meeting prep time.
You expect candidates to do
their homework on the company before the interview, so try to carve out a few
minutes before the meeting to look over résumés, application materials, and
other documentation. Develop a general sense of their strengths and weaknesses,
background, and experience. Make a few notes about the kind of questions you’ll
ask. Laying the groundwork beforehand will give you more latitude to interact
with the applicant during the meeting itself.
Put
the candidate at ease.
For a few years, “stressful” interview
environments were all the rage, but most HR experts now assert that cultivating
a positive, supportive atmosphere is more likely to elicit the best from your
candidates. Greet the applicant warmly in the lobby or another neutral zone,
and then lead them into the interview space. Establish rapport with a few
minutes of friendly, sincere small talk before plunging into the interview
itself.
Ask
good questions – and be a good listener.
Avoid boilerplate
interview fodder such as, “Tell me about yourself.” Instead, try to stick to
questions that relate directly to each applicant’s experience and background.
Don’t be afraid of pauses and silence – give candidates all the space they need
to answer thoroughly. Use the techniques of active listening, such as
rephrasing and follow-up questions, to delve deeper into candidates’ initial
answers.
Keep
the meeting on track.
Effective interviewers play the role of
traffic police during interviews, making sure that the pace of questions and
answers keeps moving forward smoothly. If the candidate repeatedly veers
off-track, offering personal anecdotes and irrelevant asides, gently steer them
back to the topic at hand. Maintain a steady momentum throughout the
meeting.
When
the time is right, bring things to a gracious and positive conclusion.
Regardless of how well – or how poorly – the candidate has performed in the
interview, make an effort to be friendly, upbeat, and neutral. Think of yourself
as an ambassador for your company and conclude the meeting accordingly. Try to
resist the urge to comment on the candidate’s performance or extend a job offer
right away; it’s more prudent to give yourself time to analyze all of the
applicants before you make a final decision. Be sure to thank the candidate for
their time, and outline instructions for the next step in the hiring process
before they leave.
An effective interview is a collaboration between the hiring
manager and the applicant. Armed with these tips, you’ll be well-equipped to
hold up your end of the bargain!