How Can You Tell If a Candidate Is Just Good at Interviewing?

Most hiring processes are centered around interviews, aiming to attract top talent. However, assembly line interviewing can often mislead us about a candidate's true potential and character. Here are some strategies to ensure that you're not just getting an impressive resume, but real value in your hiring decision.

Why Relying on Interviews Alone is Misleading

According to a very wise individual with a wealth of experience in hiring, you can’t judge someone's character and potential in an hour-long interview. The temptation to rely on a single hour is understandable, but it is highly misleading. The only way to get a true understanding is through reference checks - in-depth conversations with individuals who have worked closely with the candidate.

References can provide a more nuanced and accurate picture of a candidate's work ethic, strengths, and weaknesses. This article on How to Get the Most Out of Reference Checks highlights the importance of these conversations, while this one emphasizes the best practices for conducting effective reference checks.

Art of Reference Checking

There's an art to drawing out insights during reference checks. Asking the right questions and creating a non-judgmental environment can provide valuable insights. My go-to question is: 'What advice would you give me in terms of trying to get the best work possible out of this person?' This question is open-ended and helps references share both positive and negative aspects of the candidate's work, such as their ego, performance issues, or stress behaviors.

Understanding the 'Interviewing Robot'

Candidates who are highly skilled at answering interview questions but lack genuine interest or passion for the job can be problematic. These candidates might provide a rehearsed and robotic response when asked about their strengths and weaknesses. They may talk at length about past achievements without reflecting on areas they need to improve. This is often the case when candidates switch into a machine-like auto-pilot during the interview process.

Think of it like a seasoned blackjack playerrsquo;s strategic play; they know the optimal moments to hit, fold, or double down. Similarly, a candidate who is good at the interview process might be too prepared and not truly engaged, leading to a superficial understanding of their skills and potential.

Better Interview Questions

The solution to this problem lies in asking better interview questions. These questions should go beyond the standard resume-centric interview and delve into the candidate's behavior, experiences, and attitudes. For example, asking about moments of regret, areas of improvement, or reactions to stressful situations can reveal a lot about their true character and potential.

Interviewing questions should also be naturally engaging, meaning they should feel like a conversation rather than a series of questions. While it is essential to keep questions relevant and fact-based, adding some questions that are more personal can break down the candidate's "interviewing robot" facade. For instance, asking about their hobbies or how they handle certain work challenges can help uncover more authentic responses.

Great questions will help you see beyond the polished resume and reveal the real person behind it. These individuals are the ones who can truly contribute to your team and drive your organization forward. Effective questions will bring out the hidden aspects of a candidate, providing a clearer picture of their potential fit for your organization.

In essence, the interview process is an opportunity to connect with the candidate and assess their potential. Putting in the effort to ask the right questions and conduct in-depth reference checks can significantly improve your hiring outcomes. Remember, the goal is to find not just an impressive resume, but a candidate who can inspire, motivate, and thrive within your organization.

Image credit: