Master the Art of Interviewing: Elevate Your Interviews to Land Top Talent

Interviews are the cornerstone of finding the right talent. Yet, more often than not, they are approached with a checklist mentality, focusing on a candidate's background and work history. Too much time is wasted asking generic questions, and both the candidate and interviewer leave the conversation thinking "I'm not sure what the next step is." It's time for a paradigm shift.

In this article, I'll share techniques that go beyond the boring standard interview, helping you become a master at interviewing people to help bring in top-tier talent.

1. Ditch the Background and Work History

A candidate's work history and background matter, but spending the precious time you have in an interview hearing about their past employment adds little to no value. Save yourself time and just actually read their resume. Specifics about their experience should come to light naturally as you converse.

Best Practice:

• Skip the "tell me about yourself" or the 10 min overview of their work history. This is the absolute worst way to waste valuable time that could be used evaluating if this candidate is a great fit. So why continue to do it?
• Instead, focus on the 'why.' Ask about the logic behind their choices—why did they select their last employer or job or what surprised them/changed about their assumptions? This shift in perspective can reveal valuable insights into their thought process and adaptability.

2. Power Up Your Interviews with Situational Questions

One of the most effective ways to truly understand a candidate's abilities and decision-making skills is by delving into real-life scenarios. Situational questions put candidates in the driver's seat, requiring them to navigate through challenges, showcase their problem-solving prowess, and reveal their thought processes in action.

Best Practice:

• You are hiring someone to help your company grow, improve, or solve a gap that exists today. So why not give them the exact situation/challenge that you're facing today and ask what they would do about it? If they can't improve/solve it, they probably aren't the right fit.
• In the same way, when people give me an example, I try to ask detailed questions about an aspect of their response that catches my eye to test their depth of knowledge/experience vs just a prepared answer.

3. Culture Fit is Important

It seems that everyone I talk to wants to work in a start-up. And as a result, almost every interview leads to a candidate trying to convince me to hire them, rather than them honestly assessing whether they will thrive or flounder in the company's culture. Companies often become too focused on past experience rather than future potential. As a hiring manager, you must understand your company culture and what you need, today and in the future, and not overindex on what someone did in a past job. This is the same reason you see great athletes thrive on a team with a great system/strong leaders and then struggle after getting a big contract with a less experienced team where they must carry a heavier load.

Best Practice:

• Ask the candidate to describe past team dynamics that either inspired their best work or held them back.
• Ask the candidate what things their favorite manager did and compare that with what they find demotivating.
• Honestly assess whether your company can provide those things or if this may not be the right fit.

4. Challenge with Unique Questions

Break the monotony of typical interview questions. Generic questions don't screen for top tier talent. They typically get boring, canned responses. While I'm not advocating the infamous "how many ping pong balls fit in this room" type of question, consider incorporating questions they haven't encountered before. It's a great way to see how candidates think on their feet and adapt to unexpected challenges. It also showcases their creativity and problem-solving skills.

Best Practice:

• Rather than ask generic questions like "what are your strengths/weaknesses?" or the horrendous "how would you sell me this pen?" instead ask for stories/examples that illustrate what they've accomplished. Otherwise you're just taking at face value their strengths/weaknesses and not properly doing due diligence.
• Ask about a decision or situation they would handle differently from their past work. This not only highlights their self-awareness but also their capacity for growth and learning.
• During the interview you should have shared a bunch of information back and forth. Toward the end of a meeting, I love to ask if there's anything the candidate would like to share/highlight that relates to our convo. A great candidate will be able to cite a perspective/experience that relates to a challenge/opportunity that came up during your discussion.

5. Be Honest and Transparent

Everyone's time is valuable. Rather than waste the interviewer and candidate's time by having a long discussion about a question/topic that doesn't matter, kindly interrupt as needed and re-route the discussion. It's up to you to have a focused discussion that gives both parties certainty on if there is a mutual fit.

Best Practice:

• As your interview concludes, don't underestimate the importance of wrap-up questions. I love when candidates ask me the question: "do you have any hesitations or questions still on your mind about me not being a great fit?" This question allows me to honestly express what I think they would do well vs where I still am unsure, and the ensuring discussion normally makes that crystal clear.
• Be as clear as possible on next steps: If you know for certain they aren't a fit, I think it's most appreciated to be honest and tell them why.
• If they are a fantastic fit, why drag things out? If you're mature in your ability to hire and land top tier candidates, don't make them play a stressful waiting game. People want to be wanted, so if they're your top choice make it clear.

Conclusion:

Interviews should be more than just a checklist. They should be conversations that reveal the true potential of candidates. By shifting your focus from background details to understanding how someone thinks, you can unlock the power of interviews and make smarter hiring decisions.

Remember, it's not just about finding the right candidate; it's about finding the right fit for your company's culture and goals. That can help you find a great mutual fit, and great teams of people build great companies. ??

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