Getting the Right People On-board

The word “interview” makes many jittery. Often, it conjures up images of grim-faced adults in paneled rooms waiting to extract information to be used in favor of, or against those they interview.
Allow me to carry you through this scenario. An automobile showroom had placed an ad in the papers seeking applications from candidates to work for them. Peter, an ambitious young man, saw the ad and responded to it immediately. His excitement was unbridled when he was given an appointment to meet with the manager of the showroom the next day. Peter entered the portals of the showroom with dreams of a blazing future. His impressive presence caused the salesman in the showroom to mistake him for a potential customer. They went through the rigmarole of trying to impress him and it took a while before they realized that he had come to their showroom hoping to be hired. In a fraction of a second their expressions changed, attitudes transformed and there was a flurry of exasperated activity before an interview was finally made possible.

It was clear that Peter’s interviewer was ill prepared for the interview. He had not studied Peter’s resume and the questions were not targeted to assess his capability in the area of automobile sales. The interview did not last longer than 10 minutes. The manager was impressed with Peter’s presence and communication capabilities and offered immediately offered him the position. However, Peter turned it down, as he was discouraged with the lack of professionalism he had encountered. The showroom lost an excellent candidate because of the lack of readiness of the interviewer.

Every well-meaning interviewer has to know how to interview efficiently in order to identify the ideal candidate for the task at hand. This can actually be equivalent to scrambling for the ‘proverbial needle’ in a human pile. That is why interviewing skills for managers are very important.

Preparation is key to developing good interviewing skills and techniques. 

There are 3 critical steps involved in preparation:

  • Ensure that you match the candidates competencies with the competencies required for the position
  • Ensure that you create questions that will help you to elicit the information about these competencies
  • Ensure that you sell the position to the candidate by mentioning, subtly, the prospects that this opportunity has to offer

Judging by the number of programs that MMM Training Solutions conducts in Interviewing Skills Training for Managers, we can say that the efficacy is desired by corporates. The training focuses on writing relevant Job Descriptions, developing the skills needed to prepare for the interview and asking powerful questions to gain a deeper understanding of the skills and potential in the candidate