Great Candidate, Poor Interview

Alot of firms recruit people on gut feeling based on a 45 minute discussion. You may have come across this situation, where you have a fantastic candidate, but they performan poorly at the interview.

This will be for a number of reasons

.  They are not experienced at interviewing

.  They have never had to look for a job

.  They may be naturally nervous

Unless you are looking for the next Bob Monkhouse then it is best to take this into account.

Most people would rather be doing anything other than having a meeting with you over their potential future.

1.  Ask questions that require long answers. Lots of open questions. People feel more comfortable and open up more when talking about themselves. The old Intelligence Corps unofficial motto - Who, How, Why, When?

i. What is your compelling reason for a move?

ii. Describe a typical day?

2.  Ask some general questions "tell me about" and remember to listen out for their experiences. Try listening to how they answer not what they answer. See how enthusiastic they are about the subject.

3.  Judgement questions also known as evaluation questionnaires are also good to ensure the candidate has the ability to define and judge success. For instance "how do you rate your input in the last project?"

4.  Paraphrase. When you want the candidate to give you more information repeat what they said and ask them to expand. This work on three levels:

i. Shows you are listening!

ii. Shows you actually care about what they are saying

iii. Sub consciously it will make them more comfortable as they are hearing their own words

5.  Another way of getting them to say more is to keep quiet. If they have not said enough or indeed about to dig a hole, keep silent. 4 seconds may seem a life time but they will speak first as their nerves will be crying out for sound, especially if they have not said enough.

6.  What ever you do don't jump in with negative opinions as the candidate will simply shut up shop. Keep the Alan Sugar on the television, trying to show how clever you are will not get the candidate to speak. Let them warm to you first.

7.  Mirror. Relax the candidate more by mildly (and I mean mildly) copying their body movements. Where their hands are, their stance etc. Beware good candidates especially sales people may be trained in copying your body language, so break dancing may ensue!

8.  You don not need to like everyone you work with. They need to do the job and fit into your culture. Select on this first and allow them to grow into you over time.

Comments welcome

Graeme.dixon@aimstrategic.com Professional Services Director of www.aimstrategic.com, one of the UK’s premier Competitive Intelligence practitioners and Director of www.Cast:csi.co.uk, a Professional Recruitment company specialising in MBA level placements.

Midlands Chairman of the Association of MBAs, Graeme has nearly 10 years Military Intelligence and 14 years Professional Recruitment and Headhunting experience.