Almost any position you apply for, whether it’s for a corporation or a non-profit will include an interview.  Even most volunteer positions have some level of interview process.  This means that we all experience the interview process at least once in our life, if not many, many times.

Research has said for years that the best way to conduct interviews is through a “structured interview.”  A structured interview is simply one that asks the same questions to every applicant, has standardized scoring, and has questions that are job-relevant.  Unfortunately most organizations hire through unstructured interviews, falsely believing that they can “tell” which employees are the best.

Research has identified 6 steps for conducting interviews.

1. Build rapport with the candidate – let the candidate calm down and settle into the environment.  Don’t lead off with questions first.
2. Explain the process – despite most people’s experience with interviews, very few have gone through a structured interview.  Plus, psychology tells us that people will view the situation more favorably if they know what’s about to happen.
3. Ask the questions – It’s only in step 3 that you ask the questions.  If you jump the gun too soon you’re going to get less valid results.
4. Provide job information – once the candidates have answered the questions you’ve asked, give them some information about the position, the company, the salary, etc…
5. Answer their questions – by this point, most candidates will have questions.  Some will relate to the job, some to the company.  Take time to answer their questions.
6. Conclude on a positive note – if you end on a positive note, even something as simple as, “it was a pleasure to meet you” candidates will view the process more favorable.

Have you noticed the theme that runs through all of these steps?  There is a thread of concern for the applicants perceptions.  Not only is caring for a person’s emotions the moral thing to do, it is also the smart business thing to do.  If someone feels like you mistreated them in the interview process (but you still hire them) they may work for you for a time, but they will not be satisfied.

In the past I’ve interviewed for jobs that have violated these steps.  And when that’s happened I’ve gone from having neutral opinions of companies, to having negative opinions of them.  One company in particular, the interviewing process was handled so poorly that I have no desire to ever work for that company or to do business with them.  Do they care about my reaction to their organization?  Probably not.  But based on the size of the company I’m not the only person they interview like this.  At some point, that turns into negative customer satisfaction.

It’s easy to focus on the immediate goals – I need to hire someone for position X.  But we need to always keep in mind the larger picture – what kind of message are we sending to the community.  Because at some point every company needs to hire new employees.  And at some point every company needs to have a positive brand image.

Treating people with respect is good for people and it’s good for the bottom line.

photo provided by flickr