We all know the story. A great candidate comes in for a round of interviews, does well, but then withdraws from the process or takes another job elsewhere. The interviewing team cannot explain what happened, but they do know that a star just slipped through their fingers. What really happened?
One likely explanation is that the interviewers did not take the process as seriously as the candidate and based on a mediocre interview process, the candidate made incorrect assumptions about the company. Because candidates need to make career decisions based almost entirely on their interview experience, let’s try to make their interview experience great. An investment of time to improve your interviewing skills will improve your hiring capabilities and therefore improve your bottom-line. It’s hard to think of many activities more important than being a great interviewer and identifier of great talent. Jim Collins in Good To Great said, “The most important decisions that business people make are not what decisions, but who decisions.”
Here are the 5 stages of a great 30 minute interview (and why) -
Interviewing can be stressful for both the interviewer and the candidate. A structured, balanced and well executed approach to the 30 minute interview will make it more productive and enjoyable for everyone.
Practice it. Try it. Your own hiring performance will improve - and the overall performance of your business will improve with it.