The Interview Process

 

Leadership expert, John Maxwell has written, “When all things are equal, people choose someone they like, when things are unequal, people choose someone they like.” Maxwell uses this expression to talk about the importance of relationships at work or, what causes people to side with someone or turn on another. I use it in this article to talk about what drives a panel’s decision in a job interview. I’ll say it a thousand times, there are too many factors to control to completely manipulate the process so there is no perfect recipe for getting the job. Not the least of which is, if it's a worthwhile job there are likely to be other very qualified candidates. Some companies are looking to increase diversity, some are looking for specific talents, so being qualified and likeable isn’t always enough. For employers, People are looking for work. There are bills to pay and mouths to feed, and candidates are willing to sell you their abilities to sustain their lives.  This article and other advice just increases your chances of doing well, and getting the nod.

In Their Precious Possessions I touched on the interview process, specifically the people who want to be on interview panels because they either 1. Had a particular insight into important qualities of candidates, or 2. Would work closely with that person and could determine a good fit. As I said then, research has long confirmed that people find what they look for, and usually they are looking for someone they like. What research also reveals is that people are no better at finding the ‘perfect fit’ in the interview than a roll of the dice. What is a valuable product of these people in the interview process is the support of the person who is ultimately selected; Their precious possession. Because they were a part of the decision, panel members will be more supportive of that candidate’s success. More times than not, driven by biases and the desire to be ‘right’, a careless panel can get in the way of the selection of the best candidate so the panel must be carefully assembled and guided.

One of the big and expensive issues with the interview process are the questions, another is applying an inappropriate interpretation to answers given during an interview. Panel members and interviewees alike have to be careful in what is said both during the interview and during deliberations in order to avoid a potential catastrophe.

A few topics to avoid are, and this is not a comprehensive list. The writers at betterteam.com provide an extensive but not comprehensive list for you to review.

Race, Color, or National Origin

Religion

Sex, Gender Identity, or Sexual Orientation 

Pregnancy status or Number of Children

Disability 

Age or Genetic Information

Citizenship

Marital Status

What happens too often in an interview is the issue of landmines, and how they are trampled on, costing companies millions each year.  Researchers at UCLA studied California employment discrimination cases in 2007 and 2008, and found that half of the cases that went to trial were found in favor of the plaintiff. The media jury award was just over $200,000 but included awards into the seven figure range. Added on top of that is the roughly $150,000 it costs to defend each case and you have reason to be cautious from the start. Labor laws don’t only protect employees, they also protect job seekers from discrimination and loose lips can be problematic for individuals who are not mindful. 

Potential candidates can also find themselves not getting a call back, or worse, being blacklisted by employers because of their carelessness in an interview. One piece of advice, focus on the positive. Talk about all you can do to be an asset to the organization and the people who sit on the panel. During a recent interview process, a friend looked up the organization and found a list of accomplishments they were proud of. He told me to go in there with that list and tell them, “there will be more of this.” I did, and did very well in that interview. Walk into that room and tell them about the very best you have to offer and what their organization will look like with you on the team. Exude confidence, positive energy, and a desire to be an asset and, while it won’t guarantee you the job, they will remember you if you don’t. 

The interview process can be nerve racking but understand that the people on the other end of the table are just like you. There is just as much pressure to make the right selection as it is for you to do well. Whichever side of the table you sit, do your homework, relax, and put your best out there. Employers are looking for someone they can spend 6-10 hours a day with. Are you the person who can make their lives a bit more pleasant, either by carrying your weight, or removing barriers for them? Demonstrate that you are the person who is capable, positive, and eager to do this work. Here is the rub, there are people who screen out the unqualified so everyone is able to be successful in the position. This means that many qualified candidates will be told ‘no thanks’, even supremely prepared and experienced candidates will be told ‘no’ so don’t take it personally. Dust yourself off and keep going, your perfect fit is out there. My friend and thought partner, Andre Horace, speaks of this in athletic recruiting. In deciding which offers to take, he says players should, “go with the one who loves you, not necessarily the one you love.” Get out there, show them your best, make them love you, and SOAR!

 

William A. Brown

October 18, 2020

betterteam.com/illegal-interview-questions 

https://www.cbsnews.com/news/3-interview-questions-that-could-cost-your-company-1-million/