Going into job interviews as a hiring manager

There are many instructions on how to conduct structured interviews. There are thousands of good questions you can ask a candidate and – depending on the role and level – they may vary.

What is the goal of a job interview? You want to find out whether the candidate is suitable for the vacancy and if he or she is a personal and cultural fit with your company.

Structured interviews with a fixed set of questions help you to learn some details about the person and especially to compare between candidates.

With this newsletter, I want to shift your focus to a core element which is – according to my personal experience after hundreds of interviews – so important:

Getting to know the human being in front of you.

Getting to know is even an overstatement. You cannot really get to know someone within an hour or two. But at the same time: yes, you can.

Here are some aspects which will help you in your selection and decision process:

• Be present. Without your notebook in front of you where messages pop up in parallel – just be present in the moment. The candidate deserves your full attention. 
  

• Don’t rush. If you want to fill the position as quickly as possible, you might rush through the meeting or decide for whoever crosses your way first. Choose quality over speed. This is usually the more sustainable and cost-efficient strategy.  
  

• Appreciate the opportunity of getting to meet a person. With this mindset, the candidate will feel truly valued and connect on a deeper level. 
  

• Feel and show real interest. Bring deep curiosity about the human being and his or her view of the world. It will always be different from yours. 
  

• Prepare and use all material available to get a first insight on who you will meet. If you analyze the application thoroughly, you will not only understand the candidate better, but at the same time be prepared to ask additional questions for clarification and deeper understanding. 
  

• Ask personal questions. Respect the other’s privacy, but adapt your (standard) questions or some questions based on what you already know about the other and what you want to find out additionally. 
  

• Observe as much as possible without judging. Soak in and experience the candidate, take some notes on your observations (not your own interpretations!) and do your assessment after the meeting. 
  

• Learn something from the person. No matter your expertise, hierarchy, or past experiences, you can learn something new about life from every single person you meet. If you bring an open mind and want to broaden your horizon, you will see that each conversation is an interesting experience for yourself. 
  

• Make it a real conversation, not an interrogation. Create an authentic and friendly atmosphere in which everyone present is willing to share information and thoughts.

These are some examples which are not conclusive. Take them and experiment yourself. Try your own way. As always, there is not a single right way. If you adapt to the person and the situation, you will see variances with each conversation and they will all work and help you draw your own conclusions.