To become a great company is the dream of many good companies. This movement is possible only if you have employees with, both, excellent skills as well as attitude. The first and the most crucial step in the movement towards this direction is to have excellent interviewing skills so that your company picks out the best talent possible. It’s just like mining for gold; finding an ounce of gold you need to move tons of things that are not gold.
Companies who have understood this are spending a lot of time and money in training their people in the cutting edge techniques of conducting effective interviews. They know that the lack of interviewing skills will lead to attrition and all the issues related to it.
Successful interviewing is not a hit-or-miss phenomena but something that has a concrete framework, a certain steps, and a certain way of doing things that yield you the same results, if done properly, time and time again.
The key focus areas in Interviewing Skills training are:
- Identifying the core competencies needed for the job
- Writing a Job Description that captures these competencies
- Scanning the candidate to ensure that they possess these competencies
This blog is going to focus on two key skills that are needed to scan the candidate’s competencies:
- Listening Intently
- Framing apt questions
1. Listening Intently:
“I don’t talk a lot when I interview. My job is to get out of the way.” – Anna Deavere Smith
When you commit to listening more than talking, it gives you the ability to understand the candidate at a deeper level. It allows you to stay in the present and observe keenly the interviewee’s body language and communication; thus understanding the authenticity of the responses. It also reinforces to the interviewee that you are genuinely interested and creates an environment conducive for an honest exchange.
2. Framing apt questions:
“Asking the right questions takes as much skill as giving the right answers.” – Robert Half
Asking open-ended questions gives the candidate the room to give innovative and unusual answers. Questions then give the interviewer the opportunity to explore this unfamiliar space to a deeper level and thus understand the feasibility of relating the core competencies needed for the job to the expressed capabilities. Well-framed and well-timed questions create an environment of powerful communication giving both the interviewer and the interviewee the ability to connect untapped abilities to known competencies.
As the global market is changing so rapidly, job responsibilities are also being impacted by continuous innovative technology. So it is important to update Job Descriptions and core competencies needed for the positions. Equally important is for the team to undergo interviewing skills training at least once in 6 months. This training should be of an experiential nature where they conduct simulations of interviews and are given immediate feedback by the trainer. Key stakeholders should be invited to be on a panel that also assists the trainer in giving organization specific feedback. We, at MMM Training Solutions, have had immense success in using this format for interviewing skills training. Organizations for whom we have conducted this training have documented immediate impact.
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