Slice of Work #15 — What Companies Look for in People in Interviews?

There are many schools of thought of as to what is the best way to interview a candidate. People conduct several tests that get them to the final rounds. Stress interviews, case studies, the works are thrown at candidates and finally when they are on the job, one discovers that there is a gap. The candidates have their own expectations and finally it ends in a separation, and often times it is the candidate quitting the company not the firm asking the person to leave.

So, what is the magic sauce of finding the right person? Let me start by saying that there are no perfect candidates. Only ones who come close. Beyond the usual list of education, experience and a suitable fit for the role, I look for a number of behavioral traits as well. And, this starts with a good culture fit.

I look for people with good energy and drive. Some people are the extroverts and some are introverts and both have energy and drive that one has to discover in the interview process. Personally I have a bias for people with a firm hand shake. It makes me more comfortable knowing the person is confident. I don’t hold it against them if they don’t. I ask for their war stories of their of success in the past two years of something that they have done that beat all odds and made them succeed and feel on top of the world. I believe that it gets the best out of an applicant.

Through their narrative, I discover their inner drive and their sense of achievement orientation. I also look for good communication skills. Are they articulate and clear? Not just a lot of English, but simplicity in getting to the point. Something they say that gets me glued, the effectiveness. Through gentle questioning, I gauge their sense of decision making and their focus on execution, as that is most important in our world. Through their enunciation, I look for the sense of teaming and their commitment to the task on hand. I also look at the body language of the candidates and notice the way they sit and speak, to check if they are comfortable in the interview. And do they carry conviction?

I believe that interviewers need to be far more prepared than the applicants. Many times I set aside some time before I meet people as I want to be mindful of the situation. It is as important for me as for the applicant. Does not happen all the time, but I sincerely try. Years ago, when I was interviewed I recollect a boss of mine who interviewed me took great care of all of us who came to his firm. He was so courteous that we all wondered if he was just a handyman about the place. Came to know later he was the biggest boss around. It taught us all a lesson.

Of the best candidates I have selected in my career, I have found that apart from all the above, I have looked for passion. And this is a quality that has never failed me. I have always stood by my decision to hire a candidate who had this element, I have found that they shine in organizations, each time, every time. Lastly, I look for someone who apart from the above has a sense of humor and is positive. Now, as you can see, it is a lot to ask of someone to watch out for in candidates!

Slice of Work #1 — The Final Interview & the Old Coordinator

He was an ordinary man doing an ordinary job in a not so ordinary company. Let’s call him Mr C – a recruitment coordinator. He was bent of age but had a sparkle in his eye and a keenness to serve.He had taken us around, given us a lot of information. He put in a kind word of advice and was supportive of each of us who had come in for the final interview.

Ever keen to know our background, and had asked a lot of questions. A good listener, he had been encouraging of anything we said.After the interview was over, he took the others aside, then came back to two of us and congratulated us. Said, “It is important to be kinder to those who were not selected, and that takes time.”

Many months later, I met him again at the head office. I invited him for some coffee and asked him about his life and his work. He swept that question aside and said gleefully, “I knew you would be selected. I have met so many people and am 99% sure who would make the cut.” “It is my life’s work,” he added with pride. I gently asked, “Does your boss know about this.” He smiled and kept silent and I could see a teardrop well up in his eyes as he turned and walked away. That was ages ago.

Each job has a specialization, and people who handle it know the best. They often become experts and long to be consulted but are seldom asked.Their tasks are often seen as mundane. Forgetting that God is in the details. And they can reveal a lot of insights. They are the diamonds in the rough. All it takes is a genuine interest in them and an inclusion that instills a sense of ownership of their work and the company. To check and to value a person’s point of view regardless of where they are in the hierarchy is a value learnt over time.

Fast forward >> As I set about to interview the next person, I asked the seasoned coordinator what she thought of the candidate. There was a gleam in her eyes as she started to speak. And I remembered Mr C...