We’d like to invite you to an interview
How does this phrase make you feel? Throughout my career I’ve interviewed thousands of people and been interviewed – sometimes well and other times, I try to forget. The shortest interview I remember lasted just 15 minutes, and after introductions, the time simply flew by. Initially I was asked just one question, “What’s your X factor?” and I remember exclaiming that I get the right things done, take people with me and stay positive. At that point the MD came in and I was introduced, “Heather is going to solve all our recruitment challenges”. And that’s how I secured an 18-month consultancy contract.
It’s not always this simple and believe me, I’ve had my fill of multiple interviews, being asked the same questions by different people and all connected to the same assignment. I accept that for some roles, it’s essential to meet several different people from the same organisation and double-handed interviews are often so much more insightful for the candidate. Always good if one interviewer asks some questions and the other writes some notes, and there’s time to swap over, although please make an interview plan first, otherwise it’s chaos.
Earlier in my career, I was interviewed by a favourite HRD, and his first question at my second interview was, “what do we need to talk about today?” I was pleased to have some notes in my Filofax (yes, these were the days of shoulder pads and perms, and I had both). This wasn’t the best interview technique I’ve come across, although I secured the role and loved the challenge. Locating world class engineers for highly innovative global projects at affordable rates was my Resourcing debut. This was all about supply and demand, rather than fancy competency frameworks and carefully worded interview questions.
So, what makes a great interview and what questions should we be asking? I owe most of my assessment talents to Roger Coveney. In the early 90s, Roger taught me the power of asking the right questions and following up on the detail. A powerful lesson in “what” rather than “why” questions, and the value of bespoke assessments and work samples to create a more rounded view of candidates and their strengths. Then, just in case there was any doubt, backing that up with psychometrics like OPQ, Myers Briggs, or NEO-PI. Yes, Roger helped us bring it all together – what people said they did and seeing them in action doing it. Even though that was often on a freezing cold platform at Waterloo Station!
Not so long ago I asked whether shortlisting was all about screening people into the recruitment process or screening them out. My firmly held view is still that it’s all about giving candidates an opportunity to show us what they’re all about and what they know about our business. I’m not a fan of interviewing candidates for the sake of it (the horns of a dilemma) although when I’m short-listing, I aim to include (rather than exclude) candidates and begin the conversation. Then I work with recruiting managers to create relevant interview questions designed to explore candidates’ strengths, motivations and values.
I recommend a mix of questions requiring real examples and others which are designed to encourage candidates to think about scenarios they’re likely to meet in the role and tell you about their preferred approach to solving the challenge. There’s little point in pressuring candidates with overly long or complex questions, although there’s every point in following up on candidate questions and probing further. I favour a conversational style (interrogations are not for me) and aim to get people talking freely about themselves as well as their aspirations.
Here are my favourite questions for getting the conversation started:
What first attracted you about this role?
What’s important to you at work?
Where are you in your career or what’s next for you?
What have been your favourite work activities (since leaving education)?
What do you value about colleagues?
Which aspects of your role are most challenging?
Who inspires you at work?
What are your fool proof interview questions? Let’s talk.
