September 26, 2017
Hiring 27 April 2017
Interactions: 1 Interviews: 0
Gisel Malek
interactions, interviews are ineffective, recruiting, company culture

Interactions are defined as “reciprocal action or influence.” In scientific terms, an interaction is “a particular way in which matter, fields, and atomic and subatomic particles affect one another, e.g., through gravitation or electromagnetism.” Either way, the common denominator is reciprocity. Often times, interviews can be one sided - where the interviewer asks all the questions, leaving the interviewee in a state of defensive behavior the entire time. 


Interviews as perceived by media and actual real life interviews could not be more different.  They both have similar goals in common; such as trying to understand the other person best they can and aiming to get all the facts they need to make the most informed decision. However, job interviews are associated with being highly stressful, difficult in nature and often times dreaded from beginning to end. We believe that job interviews should be relaxed and inviting. The goal of these meetings is to get to know the person that you want to bring into your sacred group of carefully selected people. 


How having a conversational interview can benefit the recruiter and job candidate:


1. More honest communication

A lot of what interviews have become has boiled down to recruiters trying to decipher what is true, what is fluff and how to get more concrete answers to their questions. There is no reason for you to waste any more of your valuable time because when you ask more open-ended questions, you will find more of what you are looking for. You may have a preselected set of questions that you ask and those may or may not lead to other questions, but when you ask questions that require more in-depth answers, you may get answers to questions you wouldn’t have thought about asking, giving you more insight. 


2. Benefit your culture

You will show the candidate you value your employees. Most people go into an interview expecting it to be challenging and rightfully so. They forget that interviews are meant to find a match on both sides. Candidates are looking for a company that will meet their personal goals as much as you are looking for a candidate that will fit with your company. However, when time is taken to evaluate job candidates on their skill set ahead of time, you will give the impression that it’s more than just about filling a position, it’s about finding a new member of the family. 


3. Attract more applicants

Millennials want to work for companies that are forward thinking and that have a culture they want to be a part of. If the meeting is constructed properly, you will show your company off in a good light, thus attracting more applicants in the future. Word gets around and if the process is not cared for from the beginning, but done for the sake of merely getting it done, it will show and candidates will be turned off by this approach. 


4. Better determinant of fit

Ultimately, the main point of having an interview is to hire the most qualified candidate, and there is no better way to do that than changing the focus from asking rigid questions to more open-ended ones. The more open you are about the meeting, from the questions you ask (situational work best) to the way you present yourself and company, the more information you have to make the best-informed decision that you can. 


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