I just read How to Listen. (Tip of the hat to Naomi Karten who tweeted it.) I’ve been saying for years that great interviews are collegial conversations. The interviewer wants to learn enough about the candidate to know: can the candidate do the job and fit our culture? The candidate wants to know: can I […]
Louise Fletcher in Group Interviewing says Candidates should think of it as a chance to learn more about the company, department and position from more than just the Human Resources representative and the Hiring Manager. Note that she doesn’t say it’s a useful technique to learn about the candidate 🙂 Sorry Louise, if I put
At a recent conference session, one participant explained that he assigned roles to people on a group/panel interview. He assigned questioning/listening roles. Here’s a way you could take it one step farther, assinging roles in similar ways to a formal inspection: Assign a moderator, someone to monitor the time, who’s asking which questions, and if
I normally recommend against Panel Interviews for most technical positions. However, I’ve recently worked with a group whose panel interviews were quite successful. The positions were for a senior technical leader and a manager, so the candidates needed to be able to present and discuss issues to several people at once as part of their
In a comment on my last post, Roy asked if I could elaborate on what I mean when a candidate runs the interview. Here’s what happened to me at one interview years ago: I arrive on time for the interview, wearing a suit (hey, it was the early 80’s, that’s what we wore). The interviewer
I recommend against panel interviews. As a candidate in my session at the AYE conference said, “I love panel interviews. I get to run the interview. I only have to be “on” for a couple of hours, I get to decide what to say, and I can manipulate the interview so that it serves my
A colleague described his interviewing setup this way: “We work in a high-pressure environment. So when we interview, we sit 4 or 5 people across the table from the candidate, and throw questions at the candidate. If they can live through the interview, we hire them. The only problem is, we can’t keep people past