A Simple Formula For Interviewing
Let’s cut through the fluff and dive straight into the heart of crafting interviews that don’t just tick boxes but truly matter. First off, consistency and efficiency in recruiting aren’t just about streamlining processes or keeping a tight schedule. It’s about ensuring every candidate walks out of the interview knowing exactly what you stand for, and you, as an interviewer, have the insights necessary to make a decision that could either catapult your organization forward or serve as a cautionary tale.
Start with a rubric. Yes, a rubric, not unlike what your high school teacher used to grade your papers. But this isn’t about A’s or F’s; it’s about aligning every interview with the core competencies and values your organization stands for. Before the candidate even walks in, every interviewer should know what skills, traits, and experiences they’re looking for. It’s not rocket science; it’s about being methodical. Whether it’s analytical prowess, leadership potential, or the ability to play nice in the sandbox, each question should serve as a litmus test for these criteria.
But here’s where many go wrong — turning interviews into interrogations. The goal isn’t to make candidates sweat through their suits; it’s to engage in a conversation that reveals who they truly are beyond the rehearsed stories and polished resumes. Mix in behavioral questions that require candidates to draw on real-life examples. Why? Because past behavior is the best predictor of future performance. It’s Business 101. “Tell me about a time when…” should become your mantra, allowing you to peel back the layers and see if the candidate’s experiences align with the challenges they’ll face in your arena.
And let’s talk efficiency. This isn’t about cutting corners or watching the clock tick. It’s about respect — respect for the candidate’s time and your own. Set a clear structure for each interview, allocate time wisely, and stick to it. Begin with an introduction that sets the tone, dive into the core questions that matter, and leave room for the candidate to ask questions. Why? Because an interview is a two-way street. It’s as much about the candidate assessing whether your corporate battlefield is one they want to enlist in as it is about you evaluating them.
Finally, debrief with your team immediately after the interview cycle. Gather around, not unlike war generals plotting their next move, and dissect each candidate’s performance against your rubric. This isn’t about gut feelings or first impressions. It’s about hard evidence and direct comparisons. Who brought their A-game? Who aligns with your corporate DNA? This process ensures decisions are not made in silos but are a collective effort that mitigates bias and embraces diverse perspectives.
Making your recruiting interviews consistent and efficient boils down to a simple formula: clarity, structure, respect, and teamwork. Be clear about what you’re looking for, structure the interview to unearth those qualities, respect the time and effort of everyone involved, and use teamwork to make informed decisions. This approach doesn’t just fill positions; it builds legions capable of propelling your organization to the next level. So, wield these strategies not as a checklist but as a creed to uncover the talent that will not only fit but amplify your corporate ethos.
Brian Fink is the author of Talk Tech To Me. He takes on the stress and strain of complex technology concepts and simplifies them for the modern recruiter. Fink’s impassioned wit and humor tackle the highs and lows of technical recruiting with a unique perspective — a perspective intended to help you find, engage, and partner with professionals.
