Why Your Job Interviews Should Be Job Conversations
A good job interview is a job conversation.
Any decent candidate will spend a few hours preparing for their interview. Collegetopia recommends that job seekers “spend at least 2 hours studying the night before.” And you want that, sort of.
Your potential employee should do their research on your company, and consider what they can bring to the table.
But a lot of job seekers are planning stiff, formulated answers to the predictable interview questions they’re normally grilled with. They tuck their scripts away in the back of their mind, and give you an excellent performance of The Person You Want To Hire.
But you’re not looking for an actor, you’re looking for someone who is genuinely a good fit for your company and the position in question.
Here’s the top 3 reasons your job interviews should be job conversations:
As an employer, you may have conducted 10 interviews in a week. If you ask every candidate the same questions, you can expect the same calculated answers each time.
Instead, let the job interview transform into a job conversation by enabling talking points to flow more organically. While you may have 5-10 core questions for your candidates, no two interviews should ever run based on a script.
Job conversations not only make each interview more diverse and enjoyable for the employer, they also provide greater insight into the diversity of each candidate.
The goal of any interview is to discover if the two of you want to work together. Will it be a good fit? Are they capable of fulfilling the duties you expect them to perform? Are they interested in performing them?
Job conversations are a two-way street. Your candidates should be getting a feel for you and your organization as much as you are for them. If you want to meet the person behind the business card and remove their interview armor, then mix in some personal questions.
For example: What are you binge watching on Netflix? If you could have dinner with one person, dead or alive, who would it be? These are the kinds of questions that encourage your candidates to relax and open up about who they are.
Ultimately, you want to end an interview with three things: a smile, a handshake, and a solid impression of the candidate.
You can get ? of those things by conducting a traditional interview. You’ll also get a rehearsed, stiff, anxious version of the person sitting across from you.
You don’t want to find out if the person you’re interviewing is good at job interviews. You want to get to know everyone interested in the position. Then you can make an informed, confident decision that this candidate is the candidate.
Latest posts by Balance Point Team (see all)
- Product vs. Customer Service: What Has More Value? - March 20, 2018
- 6 Things Every CFO Should Expect from their HCM Solution - March 13, 2018
- The Biggest Mistake A CFO Can Make When Managing The HR Department - February 27, 2018