Job interviews are not exactly on anyone’s bucket list. But they are a necessary part of a good hiring process.
While the word “interview” can be intimidating for many (including the interviewer!), it is really about having a conversation to determine whether the position and the person are a good match. In that sense, as a leader, you are helping to create a winning situation for the person you hire. And you are preventing future frustration for the people you don’t hire.
Consider this scenario.
You have a position in a fast-paced, demanding business. It requires agility and someone who can quickly assess the situation, troubleshoot problems, and overcome challenges.
One of the applicants, on paper, seems highly qualified. But in the interview, you find that harmony and peace are key values and characteristics of the applicant, and that taking time to thoroughly research and carefully evaluate a situation is very important to them.
Would you hire them for this position?
A wise leader would not hire this person for the position, despite incredible credentials. Why is this?
It is because it would be doing a great disservice to this otherwise highly qualified and respected individual. Not only would it result in frustration and perhaps eventual termination, it would be an unhealthy match for the person as well.
How can you master the interview process?
1. Job Descriptions
Clear job descriptions are essential. This helps the interviewee know what is expected, and it provides a non-biased basis for future evaluations. It is worth taking the time to craft these well, as non-qualified candidates will generally self-filter based on their own assessments.
2. Strengths Mapping
Once a clear job description is created, then it becomes a matter of mapping strengths. Every person has strengths and weaknesses. As you are having the interview conversation, it is important to determine the strengths of the candidate and to determine if those strengths map to the position in question. The more directly those strengths align, the stronger the match.
In the example above, the strengths were obvious and many; but they did not map to the position being reviewed.
3. Mission, Vision, and Values
If you have a clear job description and strong strengths mapping, then it becomes a matter of alignment. This is where you would discuss mission, vision, and values to ensure the candidate is clear on the company culture and that it is a good fit for them.
There are different stages and phases of life. One key component of hiring is to help the candidate determine if the timing is right for them.
Do they have the capacity to do the work?
Does it fit their personal and professional goals for where they are now and where they want go?
For some, everything may be a perfect fit, but the demands of the work may not match the bandwidth they have at the current time.
For others, they may aspire to do higher level work or need an extra challenge to feel they are growing personally and professionally.
A good conversation will help them reveal to themselves whether the timing is right for them.
These are four key areas that will make the job interview process meaningful and significant. It is all about finding the right fit for the right person at the right time.
As the CEO of Strength Leader Development, Deb Ingino is a highly sought-after international executive mentor, coach, trainer, and speaker. Deb is well versed in global business operations and helps business leaders and their teams to discover and leverage their strengths, so they can create highly collaborative teams that deliver great results. With a refreshingly direct style, and using the Maxwell Method, Deb helps leaders and teams to deliver profitable results. Connect with Deb to learn more about her mentorship and coaching programs to equip you with advanced strategies to elevate your results