A Guide for Human Resource Professionals | Page 21

A GUIDE FOR HUMAN RESOURCE PROFESSIONALS | 2 1 In a traditional interview, most job applicants leave feeling dissatisfied and disappointed. They may fret over one answer they didn’t get quite right. Perhaps they never got to really reveal who they are, either professionally and personally. Maybe they felt rushed by the interviewer to keep to the allotted time. To discover the real person behind the resume, human resource leaders need to get to know the candidate in a more realistic, less stiff setting where the tone is more ‘coffee shop’ rather than ‘boardroom.’ This ‘coffee shop’ style is less like a grilling and more like a group of people getting to know each other, letting the conversation flow naturally. Shift the tone from investigative to collaborative by using this first meeting as an open discussion about the career potential of the position. Avoid comments that suggest the candidate is over-qualified or that the position is more entry level. For some human resource leaders there is the perception that a person who has worked almost all or their entire career for the same company is not able to adapt to a new culture or organization. In reality, with the global scope of most companies, it is common for employees to move to different positions within organizations. Volunteer work and consulting also enrich candidates’ experiences. The interview is just as much the company selling itself to the candidate as vice versa. By putting the candidate at ease, you are more apt to get a sense of the person behind the resume and determine if the fit is right. KEY THOUGHTS •  e-examine the job posting. Double check your expectations and ensure they are R realistic and achievable. • Ask clear, concise and relevant interview questions. •  void formulaic questions like ‘where do you see yourself in 20 years.’ This can be a A daunting for someone 55 or older to answer with a straight face. •  ollow-up with the interviewee to boost their dignity and build good will created F during the interview. •  emember that that these people may be your customers or clients who also have R great influence after the interview.