INTERVIEW INTERVENTION INTERVIEWERS NEED TO EQUIP WITH INTERVIEW TECHNIQUES
The Management Accountant|December 2020
Abstract: Human assets are the most precious assets in an organization. Interviewers need to do a lot of homework before an interview. They need to keep the industry and age syndrome at bay, while shortlisting resumes. First impression of a candidate though great but should not be given too much weightage, rather go deep into the career to observe the kind of value creation they can bring to the organization. Interviewers should be able to establish whether the candidate is a real one, reliable and can be trusted upon and not a good actor. The key to have a successful interview is to test with situational level questions. Candidates who have got quality work experience and possess the right skill sets will be able to respond adequately with solutions and separate themselves from others. Do an ethical test to figure out honesty. Interviewers should be futuristic rather than focusing on the past.

It is a pity that several interviews are conducted by the line managers and recruiters in a hasty manner without putting serious efforts and homework. Some interviewers even do not read resumes before the interview. They casually ask candidates with an opening question and glanced through the resume when the candidate is speaking without giving any serious attention to their feedback. Then after, they randomly pick-up a few points, and shift to judgmental mode and arrive at a conclusion of suitability or otherwise very fast, usually in 20-25 minutes and then wrap up in the next 5 minutes or so. Lot of interviews are being done in these fashions though there are some exceptions.

Do we need to hire human capital like this? Human capital is the most precious asset in an organization. They can make or break an organization. Few correct selections of manpower can bring greater vibe and energy into the organization and help turnaround business performance. Sametime, few incorrect selections of manpower can create havoc in the organization and gradually can ruin the organization. It is like “one rotten apple can spoil the entire basket”. Interviewers need to do some homework and prepare well prior to the interview. Most importantly they need to allocate sufficient time. In the first round, hiring managers need to earmark at least 60 to 90 minutes. You may prolong or cut short as you go along during the discussion. Consider as if you are acquiring a fixed asset and the kind of check and balance you are required to perform. The same level of efforts and caution required too while selecting or rejecting a candidate. Conducting a second round of interview helps a lot both ways. This gives an opportunity to the candidate to express fully to claim suitability and to the interviewer to have a relook for a potential fitment or otherwise.

Industry syndrome

Some organizations require prior industry wise experience. We can understand if they are hiring a CEO, COO or CMO. But the same mandatorily not required if you are hiring for service functions like finance & accounting, commercial, information technology, human resources and so on. A person having excellent skills in sales and marketing will be very successful, even if coming from a different industry background compared to a person coming from the same industry lacking those skills. Ambitious, energetic and high achievers love to take challenges. It is a good proposition to identify and hire those kinds of people having these behavioral skill sets in comparison to people having several years in the same industry and lacking skill sets in a challenging environment. Persons having the right skills can sell ice-cream to Siberian Eskimos whereas persons not having these skills even fail to sell ice-cream to Bedouins of the Arab deserts.

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