Interviews can be stressful.
The stress of interviewing is very real (for both interviewer and interviewee).
Interviews can change the lives of everyone involved. Finding and hiring the right people may be one of the most important tasks for an organization.
Of all of the functions I enjoy the most about what I do, interviewing has to be in the top three. Meeting new people is always an interesting and rewarding experience. Deciding between candidates can be difficult because, by the time the interview stage arrives, any number of the applicants could do the job. The money question: which one is the best?
Often the difference between applicants comes down to small, subtle details. Most of these details are revealed by the interview questions but there are other important ways to figure them out. Subtle observation of how the candidate acts before, during, and after the interview can be as important as what the applicant says during the interview.
Consider factoring the following into your next interview process.
Chemistry and Respect. The way a new applicant treats your current people is a good measure of determining “fit” for your organization. A useful measure is asking your reception or office staff how the applicant interacted with them while they waited to be interviewed. The culture of most successful organizations is built on chemistry and respect. If the applicant is nice and polite when dealing with your people, it should be noted; likewise, if they are rude and impatient, then strongly consider not hiring them. How an applicant treats people who, on the surface, do not seem to be part of the hiring decision can provide insight into the strength or weakness of their character.
Do any of your current associates know the applicants? If an associate, from any department in your organization, knows an applicant, encourage them to provide comments about the applicant. This insight into the applicant’s attitude, skills, and behavior as well as your associate’s thoughts on how the applicant might integrate into your culture can be a huge factor in hiring the right person.
In addition, encourage associates to recommend their friends and acquaintances when an opportunity exists. Consider paying a “finder’s fee” to any associate who recommends someone that is hired and remains with your organization. This is a great way to build your organization and have your people contribute to the process as well.
Is the applicant early for the interview? Being early is a benchmark for how an applicant may act if they are hired. Associates who are reliable and eager are a huge benefit for most organizations. There are also benefits for the applicant, by being early, you have a few minutes to relax and collect yourself and you avoid being a victim of some unforeseen problem.
Did the applicant come to the right place for an interview? The opposite happens more often than most people think. I have had applicants go to the wrong location and sometimes even the entirely wrong organization; I do not think any of them got the job. With multiple locations, people can get lost; like getting the time right, it is a test of the applicant’s ability to follow instructions and be prepared.
Managing Anxiety. Realize that interviews can be a very stressful situation, but only hire applicants who can manage that anxiety, especially if they are going to be in a position that involves working with customers or clients. Watch for applicants who have and maintain good eye contact, especially when there is more than one interviewer. Do they manage to look comfortable during the interview? Do they smile?
Is their appearance appropriate for the position? Although seemingly subjective, this observation is quite helpful. Each applicant should be neat and clean in their appearance. The applicant you hire will represent your organization and how they present themselves for the interview is a good indicator of how they might do that.
They should not bring a coffee. This trend has become more prevalent in the last several years. Bringing any food, drinks, or chewing gum is not appropriate in an interview and is an indicator of how they might act if they are hired.
You should not hear or see their cell phone during an interview. Smartphones and other devices are an important part of our social existence, they are not appropriate for an interview.
Online Interviews. During the pandemic, many interviews have shifted online which can make some of these points superfluous; however, using a larger TV screen during the interview can provide similar observational insights that work as well as in regular interviewing. Look to see if they have made an effort in their appearance despite the online environment; similarly, have they taken time to present a clean background for the call?
Body language. Body language demonstrates interest, attentiveness, and eagerness. An applicant sitting up and leaning slightly forward will be perceived differently than someone slouching during an interview. Someone who uses their hands to demonstrate a point shows passion and interest and that is never a negative attribute in an interview or any interaction with a customer or client.
Always have a second interviewer. Before the interview, review the applicant’s resume, discuss how the questions will be asked and by whom. During the try to focus on asking the same questions of each applicant. Compare notes after each interview and then again, when all of the interviews are complete. Discuss your “gut feeling” or your instincts about applicants and trust those instincts.
The second interviewer does not even have to ask any questions, they can simply watch how the candidate handles the questions. It is also interesting to see how the candidate interacts with the second person. The second interviewer can also help to ensure that each interview question is answered when the primary interviewer is sidetracked.
How does the applicant handle silence or a surprise question? The image of the person at the beginning of this post is an exaggeration of someone not handling a situation well. The ability to handle unexpected situations or silence with critical thinking and poise can be a deciding factor when deciding on the best applicant. It is worth having a few questions that surprise applicants, it is less about what they say than it is about how they answer the question.
Does the applicant have any questions? In my experience, the vast majority of people do not bring or ask any questions. Applicants who do bring questions, especially well-thought-out questions, stand out. The few applicants who do this deserve some extra points and it might even be the deciding factor in the hiring process.
A test that I use is purposely not mentioning any specific details about the position. Asking, “Do you have any questions for us?” near the end of the interview is a great way to test the applicant. If the applicant asks no questions, then the interview ends. If the applicant asks about the missing details, then they pause and the interview continues.
Hiring the right person for any position is part craft and part science. You are dealing with experiences and trying to gauge potential. Reviewing these few points at the end of each interview with your co-interviewer can give you insights into the applicant that might just be enough to influence your decision on who to hire. They can make the difference between hiring someone who “could do the job” and hiring a person “who can excel at the job and grow with your organization”.
Good luck,
Paul.