Recently, I had the pleasure of volunteering my time at Texas State Technical College (TSTC) in Harlingen, TX, for an interview practicum aimed at helping students prepare for their first jobs. The experience was enlightening, not just for the students, but for me as well. As I offered feedback, I realized that my advice often began with a caveat: not every interviewer knows how—or is willing—to ask the right follow-up questions to fully gauge a candidate's readiness.
This realization struck a chord. In many interviews, if candidates don't proactively provide detailed answers or use structured formats like the STAR (Situation, Task, Action, Result) method, interviewers might not dig deeper. Consequently, many top candidates might be overlooked simply because the interviewer did a poor job of soliciting additional information or unfairly blamed the candidate for not being thorough enough.
The Shift in Perspective
Walking into the practicum, my goal was to help students become better candidates. However, I left with a new mission: to set an example of how to be a better interviewer. It became clear that the responsibility of a successful interview lies not only with the candidate but equally with the interviewer. As hiring managers, we must strive to create an environment where candidates feel encouraged to share their experiences comprehensively and confidently.
Key Takeaways
Reflecting on my experience, here are five tips to help interviewers ensure they don't miss out on amazing talent due to preventable miscommunication:
Prepare Thoroughly: Understand the role you're hiring for and the qualities that are most important. This helps you ask relevant questions and identify key attributes in candidates. Example: If you're hiring for a customer service role, know the specific skills needed, such as problem-solving, patience, and communication. Prepare questions that explore these areas, like "Can you describe a time when you turned a dissatisfied customer into a satisfied one?" This ensures you’re looking for the right qualities from the start.
Create a Comfortable Environment: Make the candidate feel at ease. A relaxed candidate is more likely to open up and provide detailed answers. Example: Begin the interview with a few minutes of casual conversation. Ask about their day or share something light about your own. A simple, "How was your weekend?" can break the ice and help the candidate relax, leading to a more genuine conversation.
Ask Open-Ended Questions: Encourage candidates to elaborate on their experiences. Avoid yes/no questions that don't provide insight into their skills and capabilities. Example: Instead of asking, "Do you have experience with project management?" ask, "Can you tell me about a project you managed from start to finish? What was the outcome?" This prompts the candidate to provide a comprehensive answer, showcasing their skills and experiences in detail.
Use Structured Formats: Encourage candidates to use the STAR method or similar formats. This ensures they cover all aspects of their experiences and makes it easier for you to evaluate their responses. Example: Explain the STAR method at the beginning of the interview. Say, "Feel free to use the STAR method to structure your answers: describe the Situation, the Task, the Actions you took, and the Results you achieved." This helps candidates provide clear and organized responses, making it easier to assess their qualifications.
Be an Active Listener: Pay attention to the candidate's responses and be ready to ask follow-up questions. This demonstrates your interest and helps you gather more comprehensive information. Example: If a candidate mentions leading a team, follow up with, "Can you tell me more about how you motivated your team during a challenging project?" Active listening and probing deeper into their responses show that you’re engaged and interested in understanding their experiences thoroughly.
Volunteering at TSTC was a rewarding experience that reinforced the importance of effective interviewing. By improving our interview techniques, we can better identify top talent and ensure that we are making informed hiring decisions. Let's commit to being better interviewers, so we don't miss out on the incredible potential that lies within our candidates.
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