Some hiring managers think that the interview is supposed to be stressful, so that you can better gauge how the candidate may perform under stress at work. I have to two answers to that:
- There shouldn’t be that much stress at work, and
- You will not get a true read on the candidate’s natural behavior at work.
The goal of the interviewing process is to create a composite of how the candidate will perform in the job as described. But, the interview is not a natural setting. The interviewee is trying to be who she thinks you want her to be, and the interviewer is “judging." This “interrogation” is not a comfortable situation for any interaction, whether it is a teenager coming home late, or a candidate interviewing for a job.
To have a better chance of seeing how someone will really behave if hired, I recommend a face-to-face meeting before the formal interview. This is especially important for a job that tends to draw introverts, or people with lower social skills. (I highly recommend a Job Benchmark to identify these traits.)
There are many good reasons to have a pre-interview meeting:
- More casual - less stilted
- Less stressful for the candidate
- Prescreen for any anomalies – strange behavior or appearance
- More realistic view of behavior – not under the spotlight
- Isolate strange behavior early – don’t bring it into the office
- Better in-office interview – fewer unknowns means more comfort
- Saves time and resources – don’t schedule if not a fit
- The candidate will be more comfortable at the interview
The ideal environment is a coffee shop for several reasons:
- Short amount of time – much less than with a meal
- Neutral ground – no one has home field advantage
- In public – likely won’t make a scene, safer for strangers to meet
- Comfort of knowing what to expect – likely been to one before
- Low cost – any budget can afford it
- Daily routine – may already be going there in the AM
- Fits the candidate's schedule – won’t have to take time off from current job
Remember, this is not a formal interview. It is a casual conversation to get to know the candidate. Don’t bring a prepared list of questions or give a test. Keep it light and topical.
How can I keep the conversation casual?
Start with: How are you? Can I get you a coffee? (Another drink if not coffee?) Need a small bite to eat? I am getting ______. Did you run into any traffic on your way here? The construction/road conditions are… When do you need to leave? What do you think of this weather?
Continue with: Just let the conversation go – don’t steer it. See where the candidate takes it.
End with:Just wanted to get to know you a little bit. We have a process to make sure we hire only very good people. You’ll hear from _____ about the next step. We have some very good candidates, so it may not be immediate. (If good candidate: Are there any times or days we should avoid? Please be patient if you can. I believe you will find the result to be worth the effort. We will go as fast as we can. Please call me if you have any concerns.)
Disclaimer: While it may be casual, don’t cross the line by talking about personal, non-job related topics that may make the candidate less desirable in your mind (for example: relationships, children, extra-curriculars, military activity, criminal record, age, religion, etc.). This can be easy to fall into since it is a casual conversation. If the candidate brings up one of the “out of bounds” topics, make a mental note of it and move on. Don’t keep digging.
Positions where I don’t recommend this meeting:
I don’t think it is as good of an idea to have a pre-interview meeting for a position such as an outside sales person or senior execute who needs to make a great first impression and adapt to any in-person situation. It will be common for those people to be in unknown situations, and it is more than fair to see how they would react to the unknowns.
For more on this topic, visit perfecthireblueprint.com