Welcome to Management by Ryan Hawk

Author:Ryan Hawk
Language: eng
Format: epub
Publisher: McGraw-Hill Education
Published: 2020-02-29T16:00:00+00:00

How Do You Find It?

After defining what you value in a teammate, now comes the hard part: figuring out how to accurately assess if the candidates you are interviewing possess those skills. Simply asking straightforward questions like “Do you have humility?” is not likely to yield any real insights. Those are the kinds of questions that typically generate the answers the candidate believes you want to hear. When it comes to the art of conversational interviewing, here are a few things to consider:

1. The interview is when candidates are on their very best behavior. If they’re late for their interview, that is a big red flag that speaks volumes about their punctuality and what you should expect from them as a member of your team. If they can’t show up to the interview on time, get ready for more of that behavior once they are comfortable and actually have the job.

2. Get them out of interview mode. Take the candidate to lunch or dinner. Walk around the office and speak casually. When you are working with a limited amount of time in an interview, it’s on you as the interviewer to figure out how to be creative in order to get to know the real person behind the candidate. I’ve been on both sides of this. When I was considering a new job, I wanted to meet my (potential) new boss outside of the office to see what he or she was like as a person. I paid attention to how they spoke about other people (speaking poorly behind others’ backs is a massive indicator for a bad boss), how curious they were, how much they truly listened to me, how often they looked at their phone, etc. In other words, how do they behave when they are more relaxed, and their guard isn’t up because they’re not sitting in “an interview”? You want to get to know the people you’re surrounding yourself with on a real level, and not just as a “boss” or as an “employee” on your team.

3. Dig deep. Most candidates prepare for the basic interview questions. The best interviewers focus on the follow-up questions. If you ask a candidate to describe a time when he overcame adversity in his life (which we’ve identified is an important quality for this role), don’t just listen to the prepared story and move on. Instead, keep going further. Ask, “Why? What happened next? And then what? And then what happened after that? And what did you learn from that?” I’ve learned a lot about interviewing, both from the scores of job interviews I conducted as a hiring manager and from the over 300 guests I’ve interviewed for my podcast. In either case, without question, the really good stuff comes from the second or third follow-up questions. Rare is the occasion when the first question alone does the trick.

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