Interview techniques that need to be fired!

In my previous blog post, I tackled the shift in mindset needed to recruit: finding reasons to offer a job rather than looking for disqualifiers. But getting good at interviewing is more complex, there is a science and an art which must be learnt.

For candidates; the interview stage is akin to walking a tightrope —exhilarating yet fraught with tension. It's a moment that could pivot their career trajectory into new realms. A skilled interviewer creates a comfortable atmosphere that allows candidates to shine their true skills and personality.

Hiring managers often employ a variety of interviewing styles, which can sometimes cause distractions and lead to regrettable hiring decisions. In all my years of recruiting, I have encountered several distinct interview approaches. Allow me to share some of the different interviewing techniques hiring managers have adopted to make hiring decisions.

As you read the different interviewing styles, reflect on your own interviewing techniques and if you spot an interview style that you may have used during an interview? You should recalibrate how you make hiring decisions. Sometimes these interview techniques have resulted in good hiring decisions, however the level of consistency has been found to be low.

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The Gambler – Often relying on instinct rather than data, this interviewer plays a high-stakes game, betting on potential over proven success. It's a risky move that can sometimes pay off, but often leaves much to chance

The Used Car Salesman – This one's all about the pitch, dazzling candidates with visions of grandeur about the company's future. It's a delicate balance between persuasion and desperation, reminiscent of a salesperson trying to close a deal at all costs.

The Democrat – Decision by committee is this interviewer's style, seeking everyone's input to the point of delaying decisions and diluting their own influence.

The Hypothesist – Loves asking "what if" questions, focusing on hypotheticals that may not test practical skills effectively. Hypothetical questions have hypothetical answer, which are neither incorrect or correct!

The Investigator – Takes a deep-dive approach, probing intensely, which can intimidate candidates more than enlighten their fit for the role.

The Schemer – Ever the strategist, this interviewer sets elaborate traps to observe behavior. Whether it's a dropped pen or an unconventional interview time, they're watching for reactions. It's a bit of theater in the hiring process.

The Tester – Leaning heavily on tests and assessments to drive decisions. While often insightful, the risk lies in valuing scores over substance, potentially overlooking the human element.

The Lover – Bonds over shared backgrounds or interests, risking bias and potentially overlooking better-suited candidates.

The Gossiper – Prefers talking over listening, making the interview one-sided and possibly basing hiring decisions on insufficient information.

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Reflect on whether these techniques have influenced your interviewing style and consider recalibrating your approach for the next interview. Remember, the cost of a misfire in hiring is not just a number — it's a ripple effect that can impact your team and organization significantly. Tweak your strategies, refine your approach, and aim to recruit “A team players” who can propel the growth for your company.

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