How can MI techniques improve your candidate screening process?

1 What is MI and how does it work?

MI is based on four core principles: expressing empathy, developing discrepancy, rolling with resistance, and supporting self-efficacy. These principles guide the interviewer to establish a rapport with the candidate, explore their goals and values, identify any gaps or inconsistencies between their current and desired situation, handle any objections or ambivalence, and encourage their confidence and commitment to change. MI uses a range of skills, such as open-ended questions, affirmations, reflections, and summaries, to engage the candidate in a conversation that reveals their motivation and readiness for change.

3 How to use MI in candidate screening?

To use MI effectively in candidate screening, you need to follow some basic guidelines. First, you need to prepare yourself and your environment for the interview. You need to have a clear purpose and objective for the interview, and a set of relevant and open-ended questions that align with the role requirements and the MI principles. You also need to create a comfortable and conducive setting for the interview, where you can minimize distractions and interruptions, and where you can establish eye contact and body language that convey empathy and attention. Second, you need to conduct the interview in a collaborative and flexible manner. You need to adapt your questions and responses to the candidate's level of motivation and readiness, and follow their lead and pace. You need to avoid judging, persuading, or directing the candidate, and instead use affirmations, reflections, and summaries to elicit and reinforce their own reasons and plans for change. You also need to use MI strategies to handle any resistance or ambivalence that might arise, such as reflecting back, reframing, or asking permission to explore further. Third, you need to close the interview in a positive and supportive way. You need to summarize the main points and outcomes of the interview, and acknowledge the candidate's efforts and achievements. You also need to express your appreciation and interest for the candidate, and provide them with clear and timely feedback and next steps.

MI is a powerful and proven technique that can help you improve your candidate screening process and outcomes. By using MI, you can gain a deeper and more accurate understanding of the candidate's motivation, fit, and potential for your role, and you can also enhance their experience and engagement with your organization. MI is not a difficult or complex skill to learn, but it does require practice and feedback. If you want to master MI and apply it to your interviewing process, you might want to seek some training, coaching, or mentoring from an experienced MI practitioner or trainer.

4 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?