Are you interviewing the right way?

I have been hiring and interviewing for a while now, so I thought of sharing some tips. Hope this helps leaders who are hiring.?

Most of the candidates are a little nervous, so please don’t start by asking - ‘are you nervous?’

That would make them even more nervous. Instead start with 'would you like some water or tea/coffee?’ That will make them comfortable.?

Looking at the cv you might start with the usual question – 'tell me about yourself?’

Well, is that the right start?

Maybe not!

How about this – before we start let me introduce myself – and brief them about you. And then ask them to take you through their cv.

The candidate would appreciate it.?

Always be aware of your body language and tone, don’t let your position or title make you feel more powerful.

The discussion should always be in a neutral, non-intimidating tone. Remember, they need the job, but you also need them, right??

Some leaders take a decision in the first thirty seconds of the interview and keep validating their decision throughout the discussion.

Don’t let that bias impact your decision. Try and have a holistic discussion with an open mind and take the decision at the end after complete evaluation.?

Look for flags like unexplained gaps, contradictory statements, validate what the candidate is saying.

For example, if the candidate says I am a great team player, ask for an incident.

Look for pointers that reflect a learning attitude, teamwork, ‘can do’ spirit, ask questions around this.

Give scenarios on ethics, integrity, values.??

Be a good listener. Don’t interrupt the flow of the candidate.

Acknowledge, smile, I have seen many leaders who are serious throughout the interview. Don’t do that, get some humor, smile a bit, it’s okay, its allowed ??.?

Very important - connect with the candidate at a human level, not a transactional level.?

In your discussion, also add topics like music, movies, the series they are watching, or the book they are reading, their passion, hobbies, hometown, who all are they in the family but be a little careful with personal questions.

Please don’t ask when you plan to get married, that’s unacceptable!?

Some leaders ask questions about the organization to see if they have done their homework, which is fine.

But tell them more about the organization. I believe these discussions are a great branding opportunity that many leaders miss.

Talk about the culture, the people, the environment, learning opportunities, work life balance, etc.?

Lastly to conclude, if you know the candidate is not the right fit for the role, please do not ask them for the salary expectations as it raises their hopes.

And, please, please don’t say ‘we will get back to you’. Don’t say that! If you do, ensure that someone does get back to them.

The candidates have a lot of hope, they think the discussion went well, and they said they will get back. They wait every day for your call, this stresses them out, that’s not right.??

If they are shortlisted, let them know that someone will call and confirm the next round.

And if they are not, tell them that unfortunately your profile doesn’t match the requirements.

Tell them that you enjoyed the discussion and thank them for their time. I tell you they will appreciate that.?

Remember, always focus on the overall experience of the discussion, how you make them feel, irrespective of the outcome.

That will go a long way. If there is another opportunity in future, they will surely apply.??

Hope these tips help you as an interviewer.

Happy hiring!?