Listen up jobseekers! Recruiters are looking for and finding better ways to interview you. In-house or third-party recruiters are being advised to find the right candidate, not the one who interviews best, but the one who can do the job. The one who can still do the job six months from the time he/she’s hired.
What does this mean to you? Everything recruiters are advised to do, you must follow their lead…and more.
In Ben’s (simply Ben) article, 5 Ways a Recruiter can Improve Their Interview Technique, posted on http://www.recruitersblog.com/, this recruiter offers his colleagues some sage advice on how to hire the best talent through proper interviewing techniques and attitude. What he has to tell his colleagues is exactly what those of you who seek the help of recruiters should know. What follows are a few of Ben’s notable points.
Recruiters shouldn’t base their decision on interview “performance.”
There are those who interview well but can’t do the job. In other words they’re frauds. Conversely, there are those who don’t interview so well, but can do the job. They suffer a bout of stage fright. Ideally recruiters would like to present people who have both qualities to the hiring manager; but the latter is much more preferable than the former. Side note: unfortunately performing well is still something you must strive to do. Prove you can do the job and then do it.
“I’m sure we’ve all had experiences we’re we’ve hired someone because we got on with them at the interview stage,” Ben writes. “Then, six months into the role, he or she were still great people but couldn’t/struggled to achieve what was required of them in the first place.”
Don’t focus on first impressions.
Another thing I admire about Ben’s thinking is how he tells his colleagues to deemphasize the first impression interviewers make. Don’t ignore it completely, but don’t make it a deciding factor like we’ve heard done so often in the past. Some say a recruiter or employer will make his/her decision within the first 30 seconds. Here’s what Ben suggests to his colleagues:
“My challenge to you? Be really disciplined on this one. Take those first impressions (we’re all human after all and can’t switch off this natural reaction) but park them. Write them down somewhere at the beginning of the interview and refer to it again at the end to compare with your final thoughts.”
Use behavioral interview techniques.
One last thing I’d like to point out is the value of behavioral questions. Ben nails this one on the head when he talks about speculative responses as opposed to proven responses. All of us can rehearse for the traditional questions, but the answers we provide to a behavioral question are proven over and over to be accurate…and truthful:
“Just because a candidate says they will do something in 5 weeks time if X Y or Z happens doesn’t mean they actually will. Instead of asking them what they would do if something happened simply switch the question around. Ask them for specific examples where they’ve encountered that situation and what they actually did. What were the results? What were the challenges? What were the biggest lessons and how did they change as a result?”
Job search advisors are hearing more and more about how recruiters are employing the best practices to present the right people to the employers, candidates who have not only the technical skills but the transferable and adaptive ones as well. Jobseekers can hope that recruiters and employers will practice best interview techniques, but they must also be prepared for poor interviewers.