It’s that time of year where there is often a game of corporate musical chairs. People go on holidays, they make new year’s resolutions and they are keen for fresh starts. This often comes with resignations and leaves managers with new people to hire. Are you in a position where you have to hire someone new? Whether you’re actively recruiting or just preparing for when the time comes, keep on top of your interview and recruitment skills to make sure you get the right fit for your team.
If you’re reading this, you’re in luck; interviewing is one of my specialties. Here are a few of my top tips to help you scratch beneath the surface and uncover hidden insights it is easy to miss in interviews. Successful hiring is not just about ticking boxes, it’s about finding the right person for the job – one who can do the job and fit into your culture.
The high stakes of hiring
Before we delve in, let’s look at the flip side. At what happens if you don’t hire well. There’s nothing worse than that sinking feeling that the person you have hired is not up to the job, or they simply don’t fit in. And you only realise once they are already employed so you are essentially ‘locked in’. But if you have some laser-sharp interviewing skills in your toolkit’ chances are you won’t get to that point.
Un-fluff your interviewees
In my book Precision Recruitment Skills, I highlight how essential it is to cut through the fluff in interview answers. While candidates may seem impressive on paper, and have their game-face on during the interview you need to be able to break through the first layer or appearances to get some real, truthful insights into who they really are and their capabilities. People often provide general answers that don’t give enough insight into their actual skills or personality. Here’s how you can tackle the ‘fluff’ and get to the heart of their responses:
- Fluffy nouns – When candidates say things like, “I want a new job,” ask them, “What job, specifically?” Dig deeper to understand their true motivations.
- Fluffy verbs – When someone says, “I managed the project,” ask, “How exactly did you manage it?” This will reveal their specific contributions.
- Rules and boundaries – Words like “should,” “must,” or “can’t” often indicate a person’s internal rules. Ask them to explain the reasoning behind these rules to uncover how they think and solve problems.
- Generalisations – When someone says “I never get along with managers,” challenge them with “Never?” This will push them to give a more detailed and nuanced answer.
- Comparisons – When candidates compare themselves to others using terms like “better” or “easier,” ask them to elaborate: “Better in what way?” This helps you understand their self-assessment and context.
By asking thoughtful, open-ended questions, you are much more likely to get richer answers and insights, rather than just short, canned responses.
The power of open-ended questions
While closed-ended questions are helpful for gathering specific information, open-ended questions are where the magic happens. These types of questions let the candidate take the lead and offer more in-depth answers. This technique provides the opportunity to explore their experiences and values in greater detail, revealing not just their skills, but their personality.
Tailoring your approach
People have different communication styles. Some prefer answers that are brief and to the point, others provide more context and elaborate on their thoughts. As an interviewer, recognising this preference allows you to adjust your approach. If a candidate tends to give short, content-focused answers, ask more open-ended questions to help them open up. If they provide detailed context, reel them in and ask more targeted, closed questions to stay on track.
Be curious, not just strategic
The best interviewers go in with a sense of curiosity. Instead of following a rigid script of questions, approach each conversation with the goal of understanding the person in front of you. Use these strategies to build rapport, dig deeper into responses, and guide the interview toward a productive, insightful conversation.
Remember, effective interviews aren’t about asking the same set of questions every time, they’re about developing a dialogue that helps you uncover the real potential of your candidates.
I have years of experience in human performance and work with leadership teams to create winning teams, transform their business and get results. I’d love to help you in 2025. Don’t hesitate. Get in touch today.