Great post from Seth Godin this morning that makes a not-so-subtle point about typical interview techniques. Here is the post in its entirety:
Omer sends in this riff from Peopleware:
Juggler Interview
Circus Manager: How long have you been juggling?
Candidate: Oh, about six years.Manager: Can you handle three balls, four balls, and five balls?
Candidate: Yes, yes, and yes.Manager: Do you work with flaming objects?
Candidate: Sure.Manager: …knives, axes, open cigar boxes, floppy hats?
Candidate: I can juggle anything.Manager: Do you have a line of funny patter that goes with your juggling?
Candidate: It’s hilarious.Manager: Well, that sounds fine. I guess you’re hired.
Candidate: Umm…Don’t you want to see me juggle?
“Juggler Interview” may have to enter our vernacular here at The Hire Sense. We have sat through plenty of interviews and observed leading questions similar in nature to the Circus Manager’s approach in the above anecdotal example. The purpose of the interview should be to confirm what has already been discovered in the phone screen and assessment stage of your hiring process.
Often, companies over-value the interview while asking leading questions that usually elicit an affirmative answer without substance. Far better to use a phone screen to make the first pass on the applicants and to get a preliminary view of their skills.
A quick excerpt from one of our previous newsletter articles regarding an effective phone screen:
The key point in this step is to ensure that the call is not too easy for the applicant. The purpose is to make the applicant reveal their selling skills as they attempt to persuade you that they are the best candidate for the position. The call will be unsuccessful if you allow them to regurgitate their pre-canned interview responses. Get them off their game with your abrupt style and make sure you are the one asking the questions.