“The Golden Rule” of Interviews

By Jon Leafstedt, Managing Director

Since childhood, most of us have been taught The Golden Rule: “Do unto others as you would have them do unto you.” Believe it or not, this rule applies to your company’s process for interviewing finalist candidates.

Company and recruiting firm search teams work hard to develop and evaluate a slate of interested and qualified candidates. When approaching the finish line of the search, the impression that candidates receive during the final interview process with the client can go a long way to help sell both the opportunity and the organization.

Following are five tips on maximizing the value of final interviews garnered from our 28 years of experience assisting clients to make the most of this opportunity:

• 1. Show hospitality
  Efficiently and professionally setting up the final interview with the candidate sends a message to the candidate that his or her time is valuable and that the company is serious and decisive.
  
  The first interactions upon arrival help set the stage for a great interviewing experience. Appoint a coordinator for the candidate to help with travel arrangements, welcome him/her in the lobby or at the airport, and guide them from interview to interview. Arrange to have expenses for travel, hotel, meals direct billed or pre-paid. Being punctual, courteous, respectful, and engaging will be critical in convincing that “star” candidate to join the senior management team.
• 2. Plan ahead
  The candidate should receive in advance a written itinerary that covers the day’s events including the names, titles, and brief biographies of those s/he will meet.
  
  Each interviewer should use a prepared interview guide for their conversation with the candidate. If your questions are thoughtful, timely, relevant, and specific, candidates will infer intentionality and seriousness of purpose. If the interviewer is distracted (yes, we’ve heard of interviewers checking their BlackBerrys during an interview), late, or hurried, candidates will draw different conclusions.
• 3. Level the playing field
  An effective interview process will show the candidates off against each other on a level playing field that allows each candidate’s respective substance and style to become apparent. Each interviewer should meet with each candidate. Candidates should be seen in as close proximity as possible to allow comparison and context.
  
  At the conclusion of the schedule, all interviewers should compare notes, voice their impressions, listen to the impressions of the others, discuss their differences and, hopefully, arrive at a consensus of the top candidates.
• 4. Be prepared
  Interviews should be structured with full give and take, paying as much attention to the candidate’s questions as to their answers, and making equal time for both. Good candidates will perform their own due diligence on your organization before the final interview. If a candidate identifies potential problems (e.g. this is the third VP Marketing search your company has conducted in as many years), he or she will be looking for an explanation. If there are any “skeletons in the closet”, be prepared to discuss them openly with the finalists.
• 5. Provide prompt feedback
  You can make a positive, lasting impression by providing prompt, decisive, and informative feedback after the interview process that your search firm can then share with the candidates. Even delivering “bad news” to candidates can be a valuable coaching moment.

In summary, effectively managing the candidate experience during final interviews results in attracting higher caliber candidates, making better hiring decisions, and creating lasting, positive impressions of your organization on all candidates.

© 2009 Kincannon & Reed. All Rights Reserved.