Interview injustices
Okay, I'll admit it, I am not an expert. But I have to set the record straight, as I have participated in enough interviews from both sides to know that many interviewers/interviewees are spending too much time googling "interview questions" and not enough time focusing on the interview process.
Let me paint a picture; an interviewee walks into a room full of 5 people, and has to sit in the hot seat. Each one takes a pot shot, reading off of a notecard some lame-generic question they pulled from the internet 5 minutes before the interview started, something like "If you could be an animal, what would you be?" (an eagle because I want to fly) or the dreaded "What is your greatest weakness?," and the even more dreaded response "Um, I think it's that I'm a perfectionist" ... kill me now!
To me, the best interviews I've had are conversations, not inquisitions. Obviously there are things that you can't ask legally. However, through thoughtful and relaxed conversation, you can learn a great deal about a person. And I think the point is not to find the perfect candidate, but to find a creative, qualified employee who can grow into a dynamic part of the team.
A friend of mine who recently went in to interview for a sales job was given a pen at the beginning of the interview. The CEO then asked him to "sell me" on the pen. If I was in that interview I would have said "Thanks for the pen" and bolted. I don't want to work for someone who is that limited in their vision. What's next, charades?
Here are my thoughts on good interviewing. Dispute at will:
• I want to know not just what someone thinks, but what they feel too. This will tell me how they will react emotionally, and complement or aggravate the people they might work with.
• I like people to be real, and honest. I don't want them to answer the questions as best they can to increase the chances of getting the job, I want them to be honest and share their challenges, fears, and triumphs comfortably.
• I like interviews in which both parties are prepared and engaged. Every position, no matter the level or pay, deserves to be evaluated and treated as an integral part of the association.
• I would never disqualify someone for a typo or a weak hand shake; those things are small when taking into context the entire experience that is a single human being.
• Negotiating salary should not be a "whoever says the number first" event, but rather a discussion of resources and individual needs.
Let's hear some fun interview stories! Me first; once, I showed up so early for an interview, I interrupted the one before me. Another time, I was specifically told NOT to dress up, and I did so anyway ... and they never called me back ...
| | Permalink |
Comments
I have a story! During one of my very first interviews out of school, the interviewer asked me, "Why should I give you a job when you're obviously just looking for something to do until you get married?" I was so flabbergasted by the question I don't think I really gave him an answer.
I also have a few thoughts on good interviewing, or at least interviewing that's worked for me:
- I always like to include everyone in my department in interviews, at least with the final candidate or candidates. They might pick up on issues I miss, and it also gives the interviewee a sense of the department culture and the personalities he/she would be working with. I try to keep it relaxed so it doesn't feel like an inquisition, but I do think it's important for everyone to have a chance to meet the candidate and ask a few questions (and answer the candidate's questions, too).
- I like to ask candidates for stories about things they've done rather than asking them to speak more abstractly. The stories they tell give you real insights into the person, far more than questions like "what's your greatest strength?" can.
Posted by: Lisa Junker | March 15, 2010 11:33 AM
During the group interview, I once had a prospective coworker tell me, "Don't come here and think you're going to be a star." The tone, body language and words told me that it was not a collegial environment. I really liked the prospective boss, but the coworkers - no thanks.
Brian - I think you are looking for behavioral interviewing. I took a class at ASAE to learn about it, and it has worked really well for me. It can give you insight into how someone will react to a particular situation by asking them for examples of past behaviors, i.e., "Tell me about a time when you faced a challenge and your boss was unreachable. What was it and how did you handle it?"
Posted by: Kristi Donovan | March 16, 2010 7:41 AM
Kristi and Lisa,
Thanks for the stories, those are great! And Kristi, I am very interested in hearing more about behaviorial interviewing, I will definitely check it out, you rock
Posted by: Brian Birch | March 16, 2010 2:31 PM
I once had an interviewer ask me to demonstrate my attention to detail. Being the young, inexperienced interviewee, I used an illustrative example of how I had noticed something from a Star Wars movie preview that was, arguably, very specific and showed a good eye for detail.
Believe it or not, I was later told that it helped get me the job because they couldn't believe how much of a 'non-traditional thinker' I was, and also my obvious enthusiasm for something if I cared about it. Since it was a customer-service related job, these wound up being pluses in their book.
Posted by: John Mills | April 2, 2010 1:32 PM