Why are most people hopeless at interviewing?

The provocative title of this article is intended to capture your attention, and we assure you that our aim is not to provoke annoyance but rather to shed light on a stark reality – many people are subpar interviewers, and some might even be described as downright inadequate. In fact, we'll go so far as to say that a staggering 90% of those who conduct interviews lack the necessary skills.

A competent interviewer possesses the ability to discern between exceptional candidates, true high achievers, and those who fall short of the mark. They excel at marketing the job opportunity to the most promising candidates, ensuring that these individuals are eager to accept the position when offered. They possess a deep understanding of their organization's needs and desires, enabling them to outperform their competitors in the ongoing "war for talent." Interviewing skills are as vital to an organization as sales skills. Failure to identify and attract the best talent can result in a competitive disadvantage.

Proficiency in interviewing is a skill acquired through learning and practice; it is not an innate ability. Being talkative, outgoing, or skilled in sales does not automatically translate to effective interviewing. The notion that expertise requires 10,000 hours of practice, as previously believed, has been largely debunked. But how many hours have most individuals devoted to perfecting their interviewing skills? Consider this: If you are a sales organization leader responsible for 50 salespeople, experience a 15% staff turnover, and aim for 10% annual growth, you may conduct interviews for 12 vacancies in a year. Even if you interview 10 candidates for each vacancy, spending an hour with each, you'd only accumulate 120 hours per year. At this rate, it would take you 83 years to reach the 10,000-hour benchmark. This implies that there are not many expert interviewers out there.

If you don't have the opportunity to become an expert, here's how you can at least become "good":

1. Invest in training for interviewing skills, or at the very least, acquire a comprehensive guide on the subject.

2. Clearly define what "good" or, even better, "great" means in terms of your organization's requirements.

3. Plan and prepare diligently – remember the 6 Ps (Proper Planning Prevents Piss Poor Performance). The same principle applies to interviewing.

4. Identify questions that will stimulate discussions allowing candidates to showcase their suitability for the role.

5. Treat candidates with respect; remember that they are customers of your employer brand. The impression you leave on them matters, and they will share their experiences.

6. Ensure that each stage in the interview process is progressive and adds value.

7. Ensure alignment among all stakeholders in the process, including an understanding and adherence to the cultural and legal norms specific to your recruiting jurisdiction.

8. Demonstrate your decency as a human being. If you don't align with basic human decency, please refrain from inviting people to work for you.

In conclusion, effective interviewing is a critical skill that can be honed with practice, education, and dedication. By adhering to these principles, you can significantly improve your interviewing abilities and contribute to the success of your organization's talent acquisition efforts.?

In our guide book Talent Acquisition – A Methodology for Success ( bookboon.com ) we give further information on how to prepare for an interview, how to structure an interview and additional methods of assessment.

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