Rethinking the Interview: A Call for Fair and Effective Hiring Practices

In recent months, I've noticed a trend among leaders, particularly CEOs of mid-sized startups, sharing the interview questions they use to vet potential hires. While some of these questions are insightful, delving deep into candidates’ thought processes and sparking meaningful conversations about work, others are less commendable. They involve trick questions or delving into irrelevant philosophical or political theories, seemingly designed to make candidates uncomfortable rather than genuinely assess their fit for the role. This approach is not only unfair and unethical but also counterproductive.

The Purpose of an Interview

Interviews are meant to be a dialogue—a two-way street where both parties assess the potential for a mutually beneficial relationship. The candidate should feel at ease, engaged in a conversation about the work they've done in the past, and the work they hope to do in the future. The aim is to understand their work ethic, their collaboration style, and whether these align with the company’s culture and operational methodologies.

Distinguishing Challenging from Uncomfortable

There’s a critical distinction between challenging a candidate and making them uncomfortable. Challenging questions should be thought-provoking and relevant to the job. They should encourage candidates to reflect on their experiences and demonstrate their problem-solving abilities. However, when questions stray into territory that has nothing to do with the job at hand or aim to unsettle the candidate, they become unproductive and toxic.

An interview should never feel like an interrogation. It’s not about testing how well someone can handle pressure or obscure questioning. The best interviews are those that flow naturally, where candidates feel comfortable enough to be themselves and engage openly. This approach leads to a more accurate assessment of their capabilities and fit for the team.

Practical Tips for Effective Interviews

1. Focus on the Role and Culture: Start by considering the end result—what does the job entail, and what kind of person would thrive in your company's culture? Frame your questions around these aspects. For example, if the role involves managing complex projects, ask about their experience with similar projects and how they tackled specific challenges.
2. Use the STAR Method: The STAR (Situation, Task, Action, Result) method is an excellent framework for interviewing. It helps candidates structure their responses in a way that highlights their thought process and the outcomes of their actions. Explain this method to candidates beforehand to ensure they understand how to craft their answers effectively.
3. Assess Work Ethos and Collaboration Style: Instead of trying to trip candidates up, focus on questions that reveal their work ethics and how they collaborate with others. For instance, ask about a time they had to work with a difficult team member or how they handled a project that didn't go as planned.
4. Avoid Trick Questions: Trick questions or those with a hidden agenda do more harm than good. They create an adversarial atmosphere and don't contribute to a constructive dialogue. Your goal should be to understand how the candidate thinks and works, not to catch them off guard.
5. Watch for Red Flags: Candidates should also be mindful of the questions being asked. If an interviewer focuses on irrelevant or overly personal topics, it may signal a problematic company culture. Questions that stray into political or philosophical territories, or that aim to make you uncomfortable, are not appropriate.
6. Candidate’s Perspective: Remember, interviews are a two-way street. As a candidate, you are also evaluating the company to ensure it's the right fit for you. Pay attention to how the interviewer conducts themselves and the types of questions they ask. If they seem more interested in trickery than in your professional experience, it might be worth reconsidering whether this is the kind of environment you want to work in.

Conclusion

Interviews should be about finding the right fit for both the candidate and the company. It's a chance to have a meaningful conversation about work, to explore how past experiences align with future opportunities, and to see if there’s a mutual connection that can lead to a successful working relationship. Trick questions and interrogation-style interviews don’t contribute to this goal. Instead, focus on fair, thoughtful questions that genuinely assess a candidate’s fit for the role and your company culture.

By fostering a more open, respectful interview process, you not only enhance the candidate experience but also improve your chances of finding the best fit for your team. After all, building a successful team isn’t about finding people who can jump through hoops—it’s about finding people who are passionate, skilled, and aligned with your vision for the future.