5 Secrets To Being A Great
Maximize your effectiveness in hiring the right people
In today’s market, it’s imperative to utilize interviewing techniques
that will maximize your effectiveness in hiring the right people for the
right roles. With more than 20 years’ experience as a top producer
in the recruitment and search industry, I have found there are five
secrets that are key to being a great interviewer.
The first secret is knowing what you want, before you start the interview.
You need to understand the role that you’re interviewing for,
the purpose of the role, and the intended outcomes the role is required
to produce for the organization. In addition, you should understand
the core functions of the role, who the ideal candidate needs to be,
what competencies the ideal candidate needs to have, and what the
right experience is for this kind of position.
The second secret is to use an interviewing guide. You can either
use a work history interviewing guide that gives you all the questions
that you need to answer – like a template or a format – or use a valuesbased
behavioral interviewing guide.
Even after all the years I’ve been in recruiting, I prepare for interviews,
so I ensure that I ask all the right questions to make a conscious choice.
I will be honest, there are times I have found myself on autopilot and
I immediately reschedule the interview, or get access to my interview
questions, so I can get back on track.
The third secret is to get yourself mentally prepped to be in an
interview. Many of us are doing 15 things in an hour, and then we
rush and do an interview. Or, we do an interview on the run or in our
car or a coffee shop. We’re not present and we’re not listening, which
causes us to have a superficial conversation and make a decision based
on a few things we’ve heard and many things we didn’t hear or didn’t
want to hear. This only leads to regret down the road, so it’s important
to be present. It’s also important to be in a quiet place, and in a frame
of mind to be ready to listen and most importantly ready to hear.
The fourth secret is to listen from a place of curiosity and openmindedness.
You’ve already defined the role, you know what the core
functions are and what the ultimate purpose of the role is. Now you
listen from: “Does this person have the core competencies, the values,
the work history, the attitude, the belief system, and the skills that
your company needs for them to do this job?” What’s most important
to listen for is who the person is, what they can do and what they
want to do.
Keep in mind that you don’t need to hear yes to everything. With
50 million millennials coming into the workforce, in most cases
they’ll need some level of training, specifically in skills and experience.
So, what you’re really listening for are core competencies, values,
attitudes, and beliefs about themselves and about work. Sure, some
of the EcoBoomers need training in people readiness and that’s also
something you’re listening for.
The key is in listening: 70% of the interview is you listening. If
you’re talking more than 30%, you’re not interviewing.
The fifth secret is at the end of the interview, let the candidate
know that you’ll get back to them in a specific period of time with
an answer or next steps. Go through a checklist and debrief within
an hour, so you don’t forget anything that was really important. You
want to spend ten minutes reflecting on how you experienced the
candidate’s answers, as compared to what you need.
When you can put aside old interviewing techniques and habits,
and deploy these 5 secrets, you’ll be setting yourself up to be a great
interviewer and will maximize your effectiveness in hiring the right
people for the right roles, every time. QOH
By Magi Graziano
Magi Graziano, CEO of KeenAlignment, is a leading talent management expert,
keynote speaker, and author of The Wealth of Talent with over 20 years
of real-world, hands-on experience in hiring strategy and talent development.
She brings neuroscience to hiring, learning and development, and employee
Connect Magi Graziano
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