Is your interview team helping or hurting you with talent acquisition?

Had a couple of experiences over the weekend that made me think of the interview process. Over the years, have seen some interviewers going through the motions. They are slammed and do not have time to interview another product manager or engineer. Why do I need to be on this agenda? This person will not even be working with me that much. What is the difference if I interview them or someone else?

I was coaching soccer for my 11 year old. We were down 3-0 early. Odd for us as the kids can play. At halftime the kids were dispirited. My speech was simple. Up to you on what happens next. Let's just win this half and the game will take care of itself. Well, our best player bent in a corner kick (unreal for an 11 year old) and the kids went nuts. Next thing you know it is 3-3. It was the spark that brought them back. Nothing I said or did. The game did not change nor did the opponent. It was that one boy who transformed the team's confidence and attitude. At the end of the game, I said "There will be a next time. Be that spark that brings us back. It only takes one play."

The second item was with my 14 year old daughter. We were touring high schools as she is considering a few options. We went to a private school nearby. On the whole it was fine. We went through the rooms and found the people pleasant and the facilities well kept. No spark though. We wandered through a deserted hallway to find this one particular room. There was a class that looked interesting on the map. We found what looked like a fire door and decided to open it. All the sudden we are in a beautiful lobby and there are 5 teachers sitting there laughing and hanging out.  

Right out of a movie.

We introduce ourselves and the teacher for that particular class "Theory of Knowledge" steps forward. He is brilliant. My daughter lights up and he describes his philosophy of teaching and search for "truth". Tells her how hard the program would be and it is not for everyone. Can see that he has her leaning forward and her curiosity is piqued. We have a few laughs as they all chime in and mix it up with stories and details. We say good bye and get in the car. She turns to me and says "I want to go here".

Told you this long story so I can tell you another (a la Ron White). When you are on the interview panel, you very well may be the spark. The one interview that makes an 'A' player want to come work at your firm. All the others could be adequate. You were the tipping point...if you engage. If you try and connect with this person and open up about the opportunity. Challenge them in a way that is compelling not deflating.

The upshot is this, folks, your interview may be the difference in this person taking or not taking this job. Do not mail it in or let the fact that your day is lousy spill over to this meeting. Over the years there have been several times that individuals complete a day of interviewers and one of them was a dud. In some of those cases, something that dud said resonated (hours, workload, office politics, commute, insert complaint here) and the person decides to pass on the role.

It comes down to the fountain or a drain decision. Which will you be?  

Matt Kaufman works for and with the Mullings Group. We are the global leader in medical device executive search. We have been watching interview processes unfold for over 20 years. The interview team is the face of the company. While the individuals may be talented, they may not be representing your company or this particular role effectively. Check for patterns and ask for feedback from individuals that were interviewed and the recruiters.