The Interviewers Failed You!
Olu Joseph (MBA, M.Sc, HRPA, SPHRi, PHRi, Prosci?)
Innovative Talent Strategist | Visionary HR Leader | Disruptive Change Agent | Creative Intrapreneurial | Driving organizational excellence with a human touch
I sat at an interview recently as an observer and psychologist. During this interview session, I realized that many candidates fail at interview not because they are not fit for the role but sometimes because the interviewers do not have the skills and ability to interact with the candidate at the level at which they can ascertain the Ability, Knowledge, Experience and Personalities of the candidate.
Over time, I’ve come to realize that some candidates are even more knowledgeable than the interviewers. An interview session is not a session to intimidate or disregard someone, it’s a conversation between two relevant people who wants to know if their working together will bring forth good result.
What Interviewers need to watch out for:
1. Don't ever assume you know more than the candidate: Being in a position to interview doesn't mean you're better than the candidate
2. Don't ever be rude to your candidates: Your manners at the interview is an interpretation of your business culture and code of conduct. Treat candidates the way you will treat your colleagues or clients.
3. Don't be too quick to assume someone is fit for the role: Dress Sense is good, but it might not be a critical skill for the role. Don't be deceived by appearance, some candidates look good on the outside but lack the attitude and ability for the role.
4. Keep to time: The fact that I am attending an interview doesn't mean I am jobless. If you can not make the interview at the stated time, sincerely apologize to the candidate, ask them for a suitable time & reschedule.
Your candidate is your customer. Treat him/her well enough that even if he can't get the job, he can't forget the wonderful experience from you.
Your inability to ask the right questions that will enable you assess the candidate adequately during the interview could make you lose out on the best candidate for the role. If this happens, then you would have failed Him/Her.
What else do recruiters need to know?
Human Resource Manager
4 年??Spot on Oluwole Joseph (MSc, SPHRi, PHRi, ACIPM,FIMCB,CMC, CIEH, PRINCE2) you couldn’t have said it any better.
HR Practitioner. I support Business growth by providing required and strategic Human Resource management to achieve business goals.
4 年I cannot agree less with you While. You nailed it. I have attended one that the interviewer was so rude and over assuming. I instantly knew the company was a no no.
Managing Director, CEO at Synergy Insight Ltd
4 年I agree totally with you. I think it is unfair to keep candidates waiting for an interview session and the reason advanced by most companies is that they are testing the patience of these candidates. I also feel that for specific roles, an expert in that field can be invited to the session. Nice one Wole.
HR | Governance | Sustainability | Culture | Performance
4 年Very interesting write up, most interviewers do not have the right skills. Am not being bias but stating the obvious. A candidate told me after being invited for an interview, the following day received a call from one of the interviewers asking for a work plan. But was not to clear what kind of work plan although promise to send but did not. Two days later received a call asking when to start etc. To cut the story short, no offer and the Candidate has not heard from anyone. I told the candidate not to worry, if they had wanted to know if you are fit for that position, they would have asked you of the work plan on the day of the interview or via the telephone call. In my submission to the candidate was that the interviewers were not organized and probably not to sure on what they want.
Co-founder OfficePhase | | AfriCapitalist | PEO , EOR Workforce & WorkSpace Entrepreneur
4 年Awesome read, thanks fir sharing.