Job Interviews, done better.

For the longest time, I have seen job interviews being conducted with absolutely no empathy for the candidates.

All of us have seen that type of interviewer who is preoccupied, but still managed to do one a favour by conducting the interview that was scheduled at the time of their convenience. Then there is also that other type who is just out there to grill you for no reason at all (Apparently to check how you handle pressure by responding to pointed questions!)

Interviews are slowly becoming that one hour or so when candidates impress the interviewer, rather than express their views. Does it ring a bell when we realise that some candidates did not do well at the interviews, but always excelled at work? (and vice versa)

So what really happened that day? Who is to blame? Why does this dichotomy exist?

There are strange interview structures that have become institutionalised these days. Take for instance this one large investment bank that conducts six rounds of interviews for an entry level role. Another large financial institution conducts interviews without having an approved requisition for the role. Then, there is also another one which asks the same 10 questions to every candidate because that is their format. (All of them think they are getting the best out of the interview)

Over the years, one immutable truth I have understood as a hiring manager is that when we call a candidate to our premises or set up a call, every little detail of our conduct adds to the sum total of the culture of our organisation in the candidate's mind. That is a lot of power in the hands of one interviewer.

Even if we do not proceed further with that candidate, we should be able to leave a good impression in their mind about us and the organisation we represent. That literally costs us nothing.

A lot of this can be achieved by following some softer nuances of conducting good interviews that I will list below:

1. Arrive or call on time - How many times have we seen candidates waiting in the lobby? How is my time more important than theirs?
2. Ask for water/beverage - Bear in mind that they may have endured traffic, weather or both to reach there. Set them at ease, its an interview, not an interrogation.
3. Smile and introduce yourself - It is ok to tell them what you do. This gives the candidate clues on how to pitch themselves in the same structure as you just did. (Wouldn't you like that?)
4. Read their resume before the interview - No, do not read their resume for the first time in front of them. You think they don't know?
5. Offer subtle feedback - Whether you proceed with a candidate or not, they took the time to come and see you. Give them subtle feedback that could help them in their career. Even better, if they fit well in another team, help them interview for that instead.
6. Say no to GHOSTING - This happens all the time and must change. If you are not proceeding with a candidate, they have a right to know from you (or any other person in your organisation). They do not deserve an automated email one month later letting them know that they did not make it.

So how many of us follow all of the above. What are your thoughts about conducting interviews with empathy?