When it comes down to it, the interview is what it’s really all about. The preparation helps you to make sure that you ask the most important questions, but ultimately it is about the interview itself. Today on the blog we’re going to talk about how important it is for you to be genuine and also be genuinely curious. This might be the first day of your new relationship with an employee, a colleague and maybe even a future friend, not that it’s what the interview is about, but you just never know.
So here are my guidelines when it comes to how to act in an interview:
✨ Be genuine - be yourself in the interview. You are more likely to make a real connection with your future hire by being your authentic self.
✨ Allow the candidate to be their authentic self. Make it comfortable for them to show their nerves, sense of humour or awkwardness. I often like to mention that it’s okay for them to take a breath, we’ve all been in their shoes before. By humanising the experience they are more likely to let you get to know them and their abilities with more self-confidence.
✨ Try not to anticipate an answer, maybe you want to hear them say “customer service” to your pre-planned question but if they don’t, still listen and see what they might teach you in the interview beyond your expectations.
✨ Dig deeper. If you don’t understand and answer, or it doesn’t meet your expectations, don’t just move on, ask more questions. It might be the candidate just didn’t understand how you wanted them to answer.
✨ Reword questions if needed. Not everyone understands a well-written question, be prepared to use another way to explain your question. I find when interviewing candidates with differing cultural backgrounds, some styles don’t cross cultural boundaries and rewording gives everyone a fair chance.
✨ Pause before going personal. Remember, an interview is about what someone can do and how they do it, not their personal preferences outside of work. You might like to know if you share the same football team, but does it really matter? If the candidate tells you their favourite team is your team’s enemy, and they don’t get the job, how will they know that wasn’t part of the reason?
✨ Provide great information. Don’t leave the candidate guessing, give them real information about the role and also what to expect after the interview (and then make good on your promises).
Speaking of follow up, now you’ve completed your process, how and when you should follow up? I have one rule of thumb, with your preferred candidate, give them at least one night after the interview to give them the good news. This gives them time to think about the role and potentially ask further questions they need to know before accepting.
For candidates who are not your preferred, but you’re not quite ready to let go of yet, give them a realistic time frame to expect an update, and then contact them within that time frame. If you have decided they aren’t suitable, it’s best you call and let them know as soon as possible so they can move on to their next opportunity.
Communication is really important. Candidates talk to each other whether they get the role or not. If the communication and feedback is poorly provided and prepared, you’re not likely to hear from them or their friends again, even if they may be suitable for other roles within your organisation.
We’ll talk in the future about the importance of making a great employment offer and negotiating. I think, however, for now, you are well and truly prepared to have an exceptional interview experience and to find your next great hire!
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