Interviews are not Interrogation- Guide to Transformative Interviews.

Guide to Transformative Interviews

It all started when Jane, a highly qualified and enthusiastic professional, applied for a position at a well-regarded company. Little did she know that the interview she was about to face would leave her questioning her decision to pursue a career with this organization.

Jane was excited and nervous when she arrived for her scheduled interview at the company's office. She was eager to showcase her skills and experience and learn more about the role she was applying for. However, she sensed something was off when she entered the interview room.

The interviewer, Mr. Smith, greeted her disinterestedly and barely glanced at her resume. He then asked her unrelated and overly aggressive questions, making Jane feel like she was being interrogated rather than interviewed. In addition, Mr. Smith knew very little about her background, skills, or the role she had applied for, leaving her wondering if he had even read her resume.

Mr. Smith's tone and demeanor remained harsh and confrontational throughout the interview. He constantly interrupted Jane when she tried to answer his questions, making her feel like her opinions and experiences were not valued. Additionally, he appeared unprepared for the interview, often fumbling through his notes and asking repetitive questions.?

As the interview progressed, Jane felt increasingly uncomfortable and disheartened. The hostile atmosphere created by the interviewer left her questioning whether she would be a good fit for the company and its culture. Moreover, the lack of preparation and understanding of her background made her doubt the organization's commitment to hiring top talent. ?

By the end of the interview, Jane's initial enthusiasm and excitement had turned into disappointment and frustration. She left the company's office feeling disrespected and undervalued, vowing never to apply for a position with them again. ?

This tragic story highlights the importance of interviewers being well-prepared, understanding their candidates, and fostering a welcoming and respectful environment during the interview process. By doing so, companies can ensure a positive candidate experience and attract the best talent to join their organization.

Interviews are essential in the hiring process for both the candidate and the interviewer. Candidates evaluate the company, its culture, the job, and career prospects, while interviewers assess applicants' skills, ethics, professional viewpoint, and aspirations. A well-conducted interview helps everyone recognize the reality of the job, career, and culture. Therefore, high-impact Interviews (HII) can significantly improve the hiring process and the quality of new employees. In this article, we will discuss conducting a high-impact interview.

Interview Preparation

Before the interview, interviewers must prepare to ensure a smooth and effective process. Here are the steps to follow:

Learn the candidate's role and the career track's role lattice: Understand the job description and expectations provided by the Talent Acquisition Team. Familiarize yourself with the job's duties, responsibilities, and significant outcomes.

Career lattice: Discover the role's trajectory to help candidates with career development questions. Review the career lattice for:?

• The higher roles into which the current role may feed.
• The different skills and abilities needed to be "ready" for each higher role
• A high-level idea of how long a typical performer takes to transfer to the next higher job.
• Could you identify the next role and alternative roles that are closer to the position you are seeking a candidate for?

Know the candidate: Analyze the candidate's resume and find interview questions. Then, study their LinkedIn page, read their publications, and identify recommended behaviors.

Interview approach and structure: Choose an interview approach based on the role, expected skills/competencies, and interviewee profile. Then, allocate time to the four main assessment areas and decide on the tools and resources you will use during the interview, such as quizzes, project scenarios, and case studies.

Interview Strategy Preparation

During this phase, interviewers should plan their approach to evaluating candidates. Consider the following aspects:

Evaluation categories: Decide which types to assess: technical skills, values, leadership, teamwork, analytical, and problem-solving abilities.

Interview duration: Determine how long the interview should last.

Interview format: Decide the order in which you will assess each category.

Involvement of other interviewers: Consider whether another interviewer should meet the candidate first or last and what they should look for during their assessment.

Conducting the Interview

The AGESSS model is a comprehensive framework designed to guide interviewers through the interview process, ensuring that all essential aspects are covered, and candidates are thoroughly assessed. This model is beneficial for conducting high-impact interviews, promoting a structured and practical approach. The AGESSS model comprises five key elements: Attract, Gauge Emotion, Screen, Summarize, and Schedule. Each component plays a crucial role in the overall interview process.

Attract:

The AGESSS model's first step is attracting the candidate to the company and the role. This involves promoting the company's values, culture, achievements, and growth prospects. During this stage, the interviewer should:

• Introduce themselves and any other panelists present during the interview.
• Provide an overview of the company's history, mission, and accomplishments.
• Discuss the business unit or function the candidate is applying for and explain the role's importance and deliverables.
• Highlight unique employee value propositions, such as employee benefits, development opportunities, and company culture.

The aim is to create a positive impression of the company and the role, making the candidate feel excited and motivated about the opportunity.

Gauge Emotion:

?The second step in the AGESSS model is to gauge the candidate's emotional connection to the role and the company. This step helps interviewers understand the candidate's motivations, passions, and potential fit within the organization. To gauge emotion, interviewers should:

• Could you ask open-ended questions about the candidate's interest in the company and the role?
• Probe the candidate's motivations, career aspirations, and long-term goals.
• Observe non-verbal cues, such as body language, facial expressions, and tone of voice, which can provide insights into the candidate's emotions and level of engagement.
• This step enables interviewers to assess candidates' enthusiasm for the opportunity and determine whether their motivations align with the company's values and objectives.

Screen:

The screening phase involves evaluating the candidate's skills, experience, and competencies relevant to the role. This is a critical step in the AGESSS model, as it helps interviewers determine whether the candidate has the qualifications and abilities to perform the job effectively. During the screening phase, interviewers should:

• Ask competency-based questions related to the role's requirements, using the STAR (Situation, Task, Action, Result) method to explore the candidate's past experiences.
• Use technical assessments or case studies to evaluate the candidate's problem-solving and analytical skills.
• Assess the candidate's cultural fit by discussing their values, work style, and ability to adapt to the company's culture.

?Summarize:

?The summary phase involves wrapping up the interview and addressing any remaining questions or concerns. This is an opportunity to clarify any ambiguities and ensure the candidate thoroughly understands the role and the company. During this phase, interviewers should:

• Could you summarize the main points discussed during the interview, including the candidate's qualifications, experience, and fit with the company?
• Could you ask the candidate if they have any remaining questions or concerns and address them accordingly?
• Could you reiterate the company's values, culture, and growth prospects to reinforce the candidate's interest in the opportunity?

Schedule:

The final step in the AGESSS model is to discuss the next steps in the hiring process. This includes providing the candidate with information on when they can expect to hear back from the company and the subsequent stages of the recruitment process. During this phase, interviewers should:

• You could outline the timeline for the hiring process and when the candidate can expect to receive feedback.
• Inform the candidate of additional steps, such as reference checks, background checks, or further interviews.
• Thank the candidate for their time and participation in the interview process.

By following the AGESSS model, interviewers can ensure a thorough, structured, and practical approach to conducting high-impact interviews. This comprehensive method not only evaluates the candidate's qualifications and fit for the role but also fosters a positive impression of the company and its culture. As a result, the AGESSS model ultimately contributes to a more successful hiring process, selecting candidates who will thrive in their roles and contribute to the organization's long-term success.

Best Practices:

To maximize the effectiveness of the AGESSS model, interviewers should consider the following best practices:

Preparation:

Before the interview, please familiarize yourself with the candidate's resume, the job description, and the company's values and culture. This will allow you to ask relevant and targeted questions during the interview and give you accurate and compelling information about the company and the role.

Active Listening:

Practice active listening during the interview, paying close attention to the candidate's responses and non-verbal cues. This will help you gauge their emotions, motivations, and overall fit with the company and the role.

Adaptability:

Be prepared to adapt your interview approach based on the candidate's responses and any unexpected situations that may arise. This may involve adjusting the questions you ask, the order in which you address the AGESSS components or the time you allocate to each phase.

?Collaboration:

?Work closely with your recruitment partners and fellow interviewers to ensure a consistent and coordinated approach to candidate evaluation. Share your insights and feedback on the candidate's performance and collaborate on refining your interview techniques and strategies.

Continuous Improvement:

?Please review, take, and assess your interviewing skills regularly, and I'd like feedback from colleagues and candidates to identify areas for improvement. By continually refining your approach and incorporating the latest best practices, you will enhance the effectiveness of your high-impact interviews and contribute to the overall success of your organization's hiring process.

Practicing High-Impact Interview Techniques

To ensure the success of your high-impact interviews, it's crucial to practice and refine your interviewing skills. Here are some ways to practice:

• ?Role-play exercises: Pair with a colleague and take turns playing the interviewer and candidate roles. Practice asking questions, listening actively, and providing feedback based on the AGESSS model.
• Record mock interviews: Record your mock interview sessions and review them afterward. This will help you identify improvement areas and make sure you think you can fine-tune your approach.
• Please look for feedback: Please ask your colleagues and fellow interviewers for feedback on your interview skills and work together to improve and refine your techniques.

Conclusion

?Conducting a high-impact interview requires careful planning, preparation, and execution. By following the steps outlined in this article and regularly practicing your interviewing skills, you can significantly improve the quality of your interviews and the candidates you hire. In addition, investing time and effort in the interviewing process will create a more prosperous and productive workforce that aligns with your company's culture, values, and goals.

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