Interviewing is a lot harder than it looks. Think about the context. I'm going to put you in a room with a stranger. All you know about them is from what they put on this poorly phrased piece of weighted, tan paper. In 30 minutes when someone returns to save you, you're not only supposed to get to know them but also figure out if they're going to be successful.
Right. That'll work. (Note sarcasm)
But here's the thing - a lot of us do it every day with some level of efficiency and success or we wouldn't be sitting around reading articles about interviewing in the first place. You'd be at home on the hunt for a job.
And there is no moment more critical than the interview, because let’s face it, even the best candidate won’t join your company if they have an awful in-person experience during the interview.
Great talent leaders do not let bad interviews happen. They won’t allow “one and done” training programs for hiring managers on how to interview and conduct competency-based assessment. Rather, they test, train and validate that hiring teams have the skills and tools required to only hire the best. Delivering the same level of excellence in your organization is your responsibility.
While there’s no blueprint for interview success, there are ways you can set yourself apart from the competition. What better way to figure it out, than to ask the people who know?
We’ve gathered a panel of practitioners to teach us their strategies and start an honest conversation about practical changes they’ve made to increase interview effectiveness. Our panel, moderated by Jack Foster, includes recruiter Derek Zeller, employment branding expert Holland Dombeck and CMO of Lever Leela Srinivasan to break down how they have done just that.
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