The Three Interview Killers
I may be giving away a few tips here…. but over the years I have noticed a pattern: a correlation between three specific interview “events” and candidate’s inability to deliver in a role, when hired. Over my 20-year career and about 15 years in executive roles, this pattern has proven as a great indicator for early trouble. In other words: notice any of these “killer” happenings in your interview, move on to the next one. Unless everything else in your experience tells you otherwise.
Inability to ask questionsI am sure many of you can relate to the situation where you had (what appeared to be) a great interview session where you finish by asking “do you have any questions for us?” and the candidate flatly declaring “No, I think this is good for now”. For me, this is the opposite of those amazing interview experiences where I had candidates turn the entire interview session into them interviewing us through engaging questions and observations. Yet here we are forced to end the interview with no wrap-up, summary, curiosity or even proper evidence of preparation and respect. While I would accept this for a role that is an entry level, anyone applying for a senior level position has no excuse to flat line at the end. Once I hear “no other questions at this time”, my answer to the candidate wants to be “nor at any other”. Next!!
The retirementThis one still boggles my mind every time I hear it in the interview. And it typically does not happen during the session itself (though sometimes it does), but during the small talk I may encourage after. Candidates somehow forget that the entire interaction from the first impression to the final good-bye is an interview.
We all want top talent, top performers and team members that will be loyal and dedicated for years to come. And I believe the talent is there; yet having interviewed many for senior roles, inevitably I run into the “retirement” trap. Out of the blue, the candidate will declare: “this could be a great last gig for me” or “I would just love one last job before retirement where I can make a difference”…
I do respect that retirement is something that many people think about, plan for and imagine, but one must not mix almost mutually exclusive concepts in one interaction: here I am looking at my organization’s future (which is beyond me or anyone I am hiring), at the energy and dedication of the future team member, the drive and ability to contribute and drive us to better performance. And then I hear the candidate essentially asking me about giving them the last job to bridge them to the other side! How can I compete with that? Knowing that this will be my candidate’s ultimate vision, how can I bring somebody onboard who will likely have divided attention to the opportunity at hand? Next!
AccessoriesHere I am not talking about your Gucci belt or Louis Vuitton handbag that many are so fond to exhibit. I am talking about coming to the interview with NOTHING. Meaning no pen, no notebook or tablet, nothing that would suggest “I brought something to take notes because this may also be a place where I can get some valuable advice or get some follow-up actions”. Needless to say that we have already discussed the killer #1, which is not asking any questions, and, unless you can sport a photographic memory and have all your questions and answers readily in your head, not having any accessories to help you, gives me a weary feeling – a warning sign.
That is not to say I have never hired people that came without a notepad. What I want to say is that more often than not, candidates that were extremely prepared had an extra CV, pen and paper (or iPad) and took notes. They took notes of questions I asked so that they could answer them completely, they took notes in order to follow-up on agreed points, and they had a list of questions they felt was important to ask when determining for themselves if there is a good fit between them and us - the employer. “Picky” you say? Absolutely! But devil is in the details, and, in this case, it could be in the absence of your accessories. Next!
One final note. We all develop patterns and mantras about getting the best talent identified and retained. Things that worked for me may not work for others. But I am sure many would agree that there is no excuse for any candidate to expect a senior role if they are not well prepared and are not able to demonstrate that the opportunity at hand is of utmost importance in their career pursuit. Everything else can wait till the deal is closed.