Interviewing - Are You Asking the Right Questions?

Do you have an interview style?

 

In my recent blog post, I tackled the shift in mindset needed for interviewers: seeking reasons to offer a job rather than looking for disqualifiers. But getting good at interviewing is more complex. Let's dive into the different interviewing styles, or "personas" that play a big role in the hiring process.

 

For candidates; the interview stage is akin to walking a tightrope—exhilarating yet fraught with tension. It's a moment that could pivot their career trajectory into new realms. A skilled

interviewer creates a comfortable atmosphere that allows candidates true skills and

personality to shine. However, with so many interviewing approaches, it's easy to get

sidetracked, leading to regrettable hiring decisions that affect our resources and morale.

 

Reflect on your own interviewing techniques. Can you spot an interview persona you may have been during an interview?

 

The Gambler – Often relying on instinct rather than data, this interviewer plays a high-stakes

game, betting on potential over proven success. It's a risky move that can sometimes pay off, but often leaves much to chance.

 

The Used Car Salesman – This one's all about the pitch, dazzling candidates with visions of

grandeur about the company's future. It's a delicate balance between persuasion and

desperation, reminiscent of a salesperson trying to close a deal at all costs.

 

The Democrat – Decision by committee is this interviewer's style, seeking everyone's input to the point of delaying decisions and diluting their own influence.

 

The Hypothesist – Loves asking "what if" questions, focusing on hypotheticals that may not test practical skills effectively.

 

The Investigator – Takes a deep-dive approach, probing intensely, which can intimidate

candidates more than enlighten their fit for the role.

 

The Schemer – Ever the strategist, this interviewer sets elaborate traps to observe behavior.

Whether it's a dropped pen or an unconventional interview time, they're watching for

reactions. It's a bit of theater in the hiring process.

 

The Tester – Leaning heavily on tests and assessments to drive decisions. While often insightful, the risk lies in valuing scores over substance, potentially overlooking the human element.

 

The Lover – Bonds over shared backgrounds or interests, risking bias and potentially

overlooking better-suited candidates.

 

The Gossiper – Prefers talking over listening, making the interview one-sided and possibly

basing hiring decisions on insufficient information.

 

Reflect on whether these personas have influenced your interviewing style and consider

recalibrating your approach for the next candidate. Remember, the cost of a misfire in hiring is not just a number—it's a ripple effect that can impact your team and organization significantly.

 

Tweak your strategies, refine your approach, and aim to recruit “A players” who can propel the growth for your company.