5 Steps to Conducting a Successful Job Interview

By rlevinson on December 15, 2009 at 2:26 pm
Employee Satisfaction, Hiring, Management

Years ago I had an interesting interview experience. It was very early in my career and the guy who was going to hire me asked, “What’s two plus two?”

I hesitated, trying to figure out why he had asked. Then, almost in a what kind of idiot do you think I am tone I replied “Four”. Since he did not respond or nod right away I added, “Unless this is the kind of place where if you say it’s five, then it’s five. Or if the customer says it’s five then it’s five – but I have to tell you, even if you say it’s five – I’m the kind of guy who will work with five but I’ll probably still let you know I think it’s four.”

I got the job, but that answer was not the reason why. In fact a couple of years later the same guy (my boss) asked me to interview new applicants for a position and handed me his file of interview notes. I found his notes on my interview and examined the notes on that particular question. His notes: “Answered decisively – then went way too deep.”

One might argue that it was a great question to ask, replete with nuanced layers that most people don’t think of, but he actually just asked the question to test my reflexes. Unfortunately there are many ‘interviewers’ out there who either take behavioral interview or active listening techniques so literally that they miss the entire point of the interview. Or they wind up evaluating candidates on illegitimate criteria.

Even in an economy where the supply exceeds the demand, where cynicism runs rampant among those who have the jobs and are interviewing those that do not, and where companies are looking harder at ways to disqualify people than to qualify them there is still a great truth that gets overlooked time and again: the interview is a two way street.

Here is my advice to the interviewer on how to properly conduct an interview.

Step 1. Take the first few minutes to get to know the candidate and find some way to connect. This will put them more at ease and get you more honest and thoughtful responses. Perhaps you know people who live near where they live or grew up; perhaps you have friends who went to school where they went to school, or anything that has less to do with work and more to do with life.

Step 2. Discuss the opportunity (don’t run at the mouth or take too long to go over it since the candidate has presumably read the job description) and make sure the candidate has some understanding of what you’re looking for. Then ask them to tell you how they would approach the job. It’s very important to avoid interrupting, but do take the time to validate that you understand what they are talking about. DO NOT tell them things like, “you won’t be able to do that here” or “we’re not set up for that”. This disrupts their energy and enthusiasm and is counterproductive. Your goal is to determine the scope of the candidate’s vision, even if it doesn’t yet align precisely with yours.

Step 3. As they talk about what they would do, they’ll ask questions. Be prepared to answer them, and don’t be cagey. Sharing information goes a long way in building trust which will enhance the interview process immensely.

Step 4. Use the dialogue to take you to places you feel the interview needs to go. Interviews often end with the standard, “What else can I tell you?” or “Do you have any questions for me?” or “here is my card, call me anytime with questions.” While these are standard comments to end the interview, they often come across as insincere. So instead try, “Did we get to go over everything you had thought about before coming in?” or “Can I call you if I think of something else I wanted to ask you or talk about?” This simple twist may actually solicit some very important info that will help you make a decision about the next step. It will also make sure that, no matter how poorly the interview went, the candidate will likely have nice things to say about you and the company.

Step 5. Follow up. Even as you jot down your notes on the interview take a moment to send a quick email while you have the resume in hand. A “thanks for coming in; it was a pleasure meeting you.” goes a long way in making the candidate experience complete. That experience is key to the growth and morale of the company overall. These steps not only will help you become a better and more effective interviewer, but will also be instrumental in building your new employees’ morale.