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“Less than” Equals Not Interested

by | Nov 25, 2011 | Employee Hiring, Selecting Good Candidates

A client of mine and I were interviewing a few weeks ago, and a very bright, savvy woman began telling us how this job was “beneath” her.  She mentioned “This job is obviously less than my skill set.” Then, though the job ad clearly stated the salary range, she asked for a 20-30% increase. The salary conversation wasn’t what lost her the job however. My client would have gladly negotiated the money if she had been the right candidate.
What I find in my work as an interviewer is that candidates who really don’t want the job that you are offering will spend lots of time and energy focused on money. For the candidate that really wants the job, money is hardly ever the top priority, especially when the salary is clearly stated up front.

When this very talented woman finds the job that she really wants, she will be dynamic- no doubt, and money won’t be an issue for either side.

“Everyone thinks they can make love, interview and drive.”

by | Nov 21, 2011 | Interview Techniques

What is it about interviewing that makes people think they can do it without having been taught? When I mention that I am an interviewer, someone will invariably say to me “I am a great interviewer.” “How did you learn to be a good interviewer”, I ask.” “Oh, I am a great people person.” As if that has something to do with it. Interviewing candidates is a skill set. It is not genetic. You aren’t just born into the world knowing how to interview. But the good news is that you can be taught once you let go of the idea that you are good at it instinctively.

Boxers versus Briefs

by | Nov 18, 2011 | Adventures in Interviewing

As I sat at the interviewing table looking out the window, a driver in large brand new pickup truck came squealing into the parking lot, veered into a parking spot and slammed on his brakes. He threw open his door, climbed down from the truck and dropped his pants. He was wearing boxers and an undershirt. He removed a collared, button down shirt from a package, threw it over his shoulders, and proceeded to tuck it in, never knowing that he had an audience.  As he ran in the door, apologizing that he was late, I realized this gentleman was our interviewee. He continued to button his shirt throughout the interview, stayed for 5 minutes then declared that he wasn’t interested in this job and left. 

We can really appreciate that he came to the interview to let us know his thoughts on the job. He didn’t just blow off the interview, which shockingly happens a lot. While he at least made an appearance, I doubt it was the appearance he intended. When examining candidates for your open job position, watch for clues in their behavior to tell you the type of employee you will be hiring. This gentleman was a good example of someone who may struggle with organization, time keeping and professional appearance.  

The Power Is One Sided

by | Nov 15, 2011 | Interview Process

Several people have recommended that I write a blog, and I resisted it for a long time. I worried that I would sound flippant by discussing what I see every day in the interviewing world. What I have discovered is that sharing the stories of humanity that naturally occur during the interview process is actually helping. Interviewing is one of the rare instances where power is completely one-sided. The interviewer completely holds the fate of the candidate in their hands. Have the utmost respect for candidates because usually they have no idea what the interviewer is looking for. Treat your candidates with the best care you can give them- without them, where would you be?

Colin Powell’s Selection Advice

by | Nov 11, 2011 | Employee Hiring, Interview Techniques, Selecting Good Candidates

“Powell’s Rules for Picking People” – Look for intelligence and judgment and, most critically, a capacity to anticipate, to see around corners. Also look for loyalty, integrity, a high energy drive, a balanced ego and the drive to get things done.”

In theory, this sounds like amazing advice. Focus on the person’s attributes as opposed to their experience and you will find a great employee. But in practice, how can you tell in a 15 minute interview if a person has integrity? This is the age old question that keeps great leaders up at night, worrying that they may not have selected the right people. In a well defined strategic interview, integrity, drive and loyalty are fairly easy to spot. Here are 4 ways to determine if a person has integrity, defined as “Doing what you say you are going to do, when you say you are going to do it.”

Following the directions set forth in the ad. If you ask for a cover letter, a resume and the job title in the subject line, then only interview those who followed all of the directions. If they don’t follow directions in the interview process, they won’t do it once they have direct deposit. The stakes aren’t nearly as high once they get the job.

Meeting Deadlines. An interview is not only the opportunity for a candidate to shine, but it is also a deadline that you can use to measure integrity. Did they show up on time? Are they prepared? Did they do research on the company? If not, then the chances of them being prepared once they get the job are obvious. Again, the stakes aren’t nearly as high, once they get the job.

Homework Assignments. I was in a position one time where a client of mine really wanted to hire a person that I didn’t want him to hire. We agreed to give this candidate a homework assignment and a third interview to see how well she performed. She blew it. Her assignment had spelling errors, grammar errors, wrinkled paper, and wrong information. Her energy level was low at the third interview, and she had little enthusiasm for the task at hand. She clearly didn’t want the job.

Follow Up. I am truly surprised at how rare it is for me to hear a candidate say “I really want this job. What do I have to do to get it?” A simple thank you email works really well to determine a person’s drive and desire for a position. With all of the information out there about how to WOW hiring managers, many people simply don’t, especially for a position that is not a good fit on some level. Do not ignore the signs that a candidate doesn’t want the job, even if they are perfectly qualified.

At A-list Interviews, our entire Response Analysis System is specifically designed to screen candidates based on integrity with 91% retention rate after a year. Colin Powell is on to something. Let us teach you what it is.