I’m looking through you, you’re not the same.
Those lyrics, penned by the great Lennon/McCartney duo, speak volumes as to what we as hiring managers are trying to do while interviewing. We as the interviewers are often trying to see the real candidate, and the clearer we see them, the better for both parties. Here are four ideas on how to see a clearer picture of the candidate you are interviewing:
Ask open ended questions. This may seem basic, but, if we’re not careful, we can slip back into the bad habit of asking closed ended or yes/no questions. For example, “Did you like working in that environment?” A more valuable question would be “What did you like or not like about working in that environment?” An interview full of closed-ended questions is a lot like eating Chinese food; you think you’re full only to realize that you are hungry for meaty content a few hours later.
Don’t answer questions for them. This bad habit can occur for several reasons, but let’s take a look at two. The first is, we love the candidate and are trying to project the right answers into the interview, i.e. “So you probably went directly to HR in that sticky situation, right?”
The second is we jump to conclusions or make assumptions because it is what we would have done, i.e. “Well, I’m guessing you stayed late to get the presentation finished.” All of these put a kibosh on really getting to know our candidates. When the temptation is there to fill in the blanks, resist because the truth is just around the corner. It’s when candidates open up that we really hear the truth and see the genuine person.
Get the candidate talking—about themselves. We know that when candidates are comfortable they are most transparent and honest. To help your candidates feel comfortable, get them to talk about themselves. Ask them to tell their story. Begin with questions like, “Take me through your college years. Let’s start with why you picked Susque State College.” As they walk through each semester, you can ask questions about grades, classes, extra-curricular activities and work experiences. Each event they describe is an opportunity to hear their thinking, logic, reasoning, likes and dislikes. This line of questioning gives us the best chance to hear the heart of the candidate.
Choose a different or unusual location. There is nothing wrong with interviewing in an office or semi-sterile, controlled environment, but there may be some benefit to mixing it up. Imagine interviewing in a café or public place where there are factors that can be distracting and unpredictable. How does your candidate act or compensate when there is discomfort or an unexpected distraction. How do the candidates treat the people who are serving them? Are they patient, polite, complimentary and servant minded? Do they pick up after themselves or do they expect others to? These different environments can help you see the qualities that you will be bringing into your organization and may give you insights into the nuances that matter in one’s character.
The interview is a wonderful game of chess. This game is one we must win because the cost of getting it wrong can be devastating to the hiring manager, the company and the candidate. Following these tips will help you and your candidate see more clearly, which will help ensure that who they are and what you see are the same.
Garrett Miller is CEO of Co-Tria LLc which does productivity training and author of Hire on a WHIM.
