Two aspects I learned about interviews

---

Conducting interviews is an integral part of any executive’s life. Interviews are oftentimes the deciding step in the hiring process. This post highlights two aspects I learned about interviews.

1. Frame of mind of the interviewer.

A good interviewer must have two key skills. The art of asking questions. The art of listening.

To ask the right questions, listen effectively, and engage in a meaningful manner with the interviewee; an interviewer must be in the right frame of mind. An interviewer has to make informed decisions by drawing the right conclusions/judgments from his/her interviews.

An example. I have an obsession with start- and end- times. And therefore, any candidate late for an interview switches me off and/or takes me some time to get into the real purpose. Equally, if for any reason, I am not able to join an interview on-time, this weighs on my mind for some time into the interview. Because of this obsession, I might have missed hiring a good (fit) candidate.

But, over time, I have learned to take a pause before & during interviews to bring my focus to the content and purpose.

2. Work ‘style’ of the manager.

Interviews reveal how your leaders manage or a manager’s work approach.

Many of the interviews that I conduct are for my managers’ teams. Previously, my approach was to select a candidate I believed would fill the talent gap in his/her team. I failed with (very) very few exceptions. Because I did not provide for my managers’ work style, I failed with this approach.

Few examples. A sales manager who has been successful as a hunter will almost always end choosing a hunter profile. Such managers have an aggressive approach toward business acquisition. Also, such managers exhibit a higher personal stake. I learned that such managers are receptive to ideas & thoughts that they perceive will help his/her business growth.

A leader who is comfortable with people s/he has worked with will take an inordinately long time when considering an outside person. Such a leader wants to be many times sure that an outside person will contribute. So, therefore, s/he has multiple steps/stages in his/her hiring process. This type of leader has great difficulty in letting people go, particularly those who have worked for him/her. Such a leader never hires outside talent to key positions in his/her organization.

Such leaders have a very high sense of ownership and accountability. They have a higher sense of responsibility to their team. So, having a combative approach with such leaders is a sure recipe for failure. And, patiently working with such leaders appears to be the best option.

Many managers, who seemingly have good people skills, have poor hiring skills. Either they have an idealist (bookish) or a superficial approach. Therefore, one needs to take extra effort to groom or mentor such people to be good hiring managers. Interviews of shortlisted candidates by such managers have to be more detailed with much greater due diligence.

2 (1/2). About the interviewee, a short note.

I spend a reasonable time conducting interviews with many who reach/ed out to me directly.

An intent to engage is concluded to be confirmation by interviewees, an assumption that roles exist to suit their profiles, and the interviewee over- & mis-sell themselves.

Interviewees get into a forward gear from almost the start. The basic of establishing verifiable credentials & doing preparatory work is mostly forgotten and an almost belligerent approach is adopted.

Such experiences have not stopped me from considering unsolicited reach-outs. I have discovered good talent – many of whom are doing extremely well in their professional lives. Therefore, I have, now, started investing more time in understanding the profile of such reach-outs, before expressing an intent to engage.

---

Interviews are a serious business. They provide great insights. Interviews are crucial to making people decisions. Developing interviewing skills will go a long way to being a successful leader.

Maintain Social Distance | Stay Safe