Chapter 4 – Advanced Interviewing Techniques, page 179.
- Tip #1: Repeatedly inform candidates of the purpose of the thorough Topgrading hiring approach and of the TORC Technique
- Tip #2: “Connect” with the interviewee
- Call the person by name.
- Be friendly and cordial.
- Show sincere enthusiasm when the person discusses a major accomplishment.
- Show your sense of humor.
- Offer to take breaks every hour or so.
- After using the Interview Guide a few times, you will loosen up.
- Tip #3: Maintain control of the interview
- Tip #1 (above) helps you maintain control. Candidates will realize that you have a thorough and very structured process, and when they hear they will have an opportunity to talk about every job, including every accomplishment, sharp candidates will realize that grabbing control will cause them to not get an offer
- Tip #4: Probe, probe, probe to answer the big question: “SO WHAT?”
- Perhaps the single most important technique in interviewing is getting underneath the words to understand the true meaning of what was said.
- Every time a candidate makes a statement, make it your business to figure out the SO WHAT?
- Particularly during the last hour of the Topgrading Interview, when you are discussing the most recent and relevant jobs, to “fully” understand the response will require more and more probes.
- Tip #5: Have at least 20% eye contact, but no more than 50%
- Tip #6: Constantly take notes, but be unobtrusive
- Tip #7: Do a thorough summary at least every 10 minutes
- Summaries are super rapport builders and powerful clarifiers.
- When you summarize accomplishments, reasons for leaving, or whatever, it shows you’re listening, and a summary will commonly trigger additional thoughts.
- Tip #8: Use active listening at least every 15 minutes
- Active listening is incredibly powerful.
- Active listening is more than an echo, more than just playing back the facts stated.
- Active listening includes empathy, sensing what was not said but felt, and playing back to the person your understanding and feelings.
- Tip #9: Know when and how to sell a candidate on taking the job
- You “sell” every time the candidate sees you and your company, but most of the selling is indirect and subtle.
- High performers are attracted to jobs when the following factors are evident:
- Your company has a strong recruitment brand.
- Your Web site and Careers sections are exciting.
- Your Telephone Screening Interview includes a credible “pitch.”
- The competency interviews are well organized and the interviewers are impressive.
- You promise to provide feedback and coaching in the first few weeks.
- You and your tandem interviewer are positive and professional and allow some time at the end of the Topgrading Interview for the candidate to ask questions.
- High performers take the job when you satisfy them concerning the 4 F’s:
- Family (Spouse employment, kids, sports, schools, etc.).
- Freedom (Most A Players need to soar, to be empowered, to make things happen).
- Fortune (Most A Players see comp as a symbol of success).
- Fun (Pay attention to creating an exciting, fun culture).
- Tip #10: Stay legal and valid by sticking with the Topgrading methods
