The Art of The Interview
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Experienced artists can make painting look effortless, with the right colors on their palettes and the right tools in their hands. Successful interviews follow the same pattern. Join Cassie Whitlock of BambooHR and Krystal Smith of SmartRecruiters to explore how your interviewing process can help turn your organization into a masterpiece.
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The Art of The Interview
- 2. bamboohr.com smartrecruiters.com The Art of the Interview Cassie Whitlock Director of HR BambooHR Krystal Smith Global Talent Acquisition Manager SmartRecruiters
- 4. bamboohr.com smartrecruiters.com The Art of the Interview
- 5. bamboohr.com smartrecruiters.com The Art of the Interview
- 6. bamboohr.com smartrecruiters.com The Art of the Interview Establish Interviewing Values • Build and adhere to our employer brand • Data-driven hiring decisions • A-Players only
- 7. bamboohr.com smartrecruiters.com The Art of the Interview Strategic Interview Benefits • Improved Time to Fill • Higher ratios of offers accepted • Smoother onboarding • Quality of hire
- 8. A Matter of Perspective
- 9. bamboohr.com smartrecruiters.com The Art of the Interview
- 10. bamboohr.com smartrecruiters.com The Art of the Interview
- 11. bamboohr.com smartrecruiters.com The Art of the Interview
- 12. bamboohr.com smartrecruiters.com The Art of the Interview • Recruiter and hiring manager efficiency • Better Quality of Hire • Decreased Time to Fill Hiring is a Team Effort
- 13. bamboohr.com smartrecruiters.com The Art of the Interview Candidate Scorecard Diana Prince Bruce Wayne Clark Kent Interviewers Ana Claudia Jamal Ana Claudia Jamal Kellie Jamal Creative vs. technical writer Creative Technical Technical Communication style fit 3 3 4.5 4 4 3 Areas of strength and weakness 3.5 4 4 3 4 4 Writing process 4.5 4 4 4 4 3 Knowledge of online marketing 3.5 3 4.5 5 3 3 Editing experience 5 2 3.5 4 4 4 Experience being edited 3.5 3 3.5 3 4 4 Dealing with negative feedback 4 5 3.5 3 4 3 Describing achievement 4 4 4 3 3 3 Outlook on the future of written content in digital market 3.5 3 5 5 2 3 Quality Assurance 4 4 4 5 3 2 Final score 38.5 35 40.5 39 35 32
- 14. The Truth of Interviews
- 15. bamboohr.com smartrecruiters.com The Art of the Interview
- 16. bamboohr.com smartrecruiters.com The Art of the Interview Divide and Conquer • Recruiter – Clear, open-ended questions • Hiring Manager – Role-specific questions • Hiring Team – Scenario-based questions
- 17. bamboohr.com smartrecruiters.com The Art of the Interview Interviewing Dos and Don’ts DO’S Resume as a guideline 80% listening - 20% talking Make the candidate feel comfy Strive to do better with each interview DON’TS Include someone new into the interview panel in last min Ask questions about race, political views Review resume during the interview Ask where they live or anything about their family
- 18. bamboohr.com smartrecruiters.com The Art of the Interview Focus on Delivery • Pay attention to follow-up questions • Don’t make accidental “Gotcha!” questions • Look for the honest, not just the ideal • Expand on motivations and values
- 19. bamboohr.com smartrecruiters.com The Art of the Interview Putting Candidates at Ease Smile when you are talking, they will hear it Build rapport early on - ask about day, week, etc. Be human - Use humor and transparency Smile - always remember to smile Be friendly, be courteous - offer water, snacks Maintain eye contact but don’t stare Dress smart - a video interview is like in-person Do audio/video checks in advance Make the interview candidate comfortable
- 20. bamboohr.com smartrecruiters.com The Art of the Interview Focus on Culture • Recruiting doesn’t end with the interview • Culture fit helps with onboarding • Exchanging information helps everyone • Go from double-blind to opt-in
- 22. bamboohr.com smartrecruiters.com The Art of the Interview Timely Interview Feedback ✮ - We would never hire this person. ✮✮ - The candidate is not right for this job, let’s pass. ✮✮✮ - The candidate could be a potential fit, but there are some questions. ✮✮✮✮ - The candidate is the right fit for the job and a good hire. ✮✮✮✮✮ - This is an IDEAL candidate - GAMECHANGER!!
- 23. bamboohr.com smartrecruiters.com The Art of the Interview Making Rejections Positive • You can’t hire everyone, know how to deal with disappointment • Respond carefully and watch for skew in review site surveys – heightened emotions change perspective • Ask people how they feel
- 24. bamboohr.com smartrecruiters.com The Art of the Interview • Establish goals and values • Collaborate as a team • Set interview standards • Build tools for consistency • Communication and transparency Strategic Interviewing
- 25. bamboohr.com smartrecruiters.com The Art of the Interview Follow BambooHR and SmartRecruiters on social media: bamboohr.com/blog | smartrecruiters.com Thank you!
Notas del editor
- Cassie has served as the Director of Human Resources at BambooHR since 2012. She is an observer of human nature and uses her 17 years of HR experience to aid organizations, teams and individuals in building systems, processes and communication patterns that align with business objectives. Belief that success is built by the contributions of each individual is what inspired her to focus her talents on human capital development. She earned her Bachelor’s degree in Business Management/Accounting from Utah Valley University and her Master’s degree in Human Resources from Utah State University. Krystal’s passion is people and she’s relentless when it comes to hiring the best talent. She strives to humanize the hiring process, mentor those around her and provide a world-class candidate experience. Her background is colorful, but full of professional experiences that center around helping others. Whether it’s helping someone with their mental health, physical health or helping them find their dream job, Krystal thrives on empowering individuals to be their most successful selves.
- CASSIE: So, you might think that with all the emphasis people today are placing on big data, we’d have called this webinar the science of interviewing. But when something is an art, it involves using your knowledge of the rules to create something new. If you’ve ever tried creating art, maybe at one of those nights out where you complete a painting, then you’ve seen this process first hand. There are thousands of ways to mix colors together to create new colors on your palate, and infinitely more ways to brush those colors onto the canvas. When artists understand these rules, it gives them a much wider range of expression than someone with a coloring book and a box of Crayolas.
- CASSIE: Creating a company or organization is similar to creating a work of art. You have a mission in mind, values that you want to express, and a vision for how you want to interact with the world around you. Your people are your palette, and when you put them where their skills and attitudes complement each other, your organization becomes a vibrant masterpiece.
- CASSIE: Unfortunately, people are more complex than paint: they don’t come in convenient tubes labeled Cerulean Blue or Cadmium Yellow. Mix the wrong person into your team, and you get muddy and drab results, like the time you mixed every color in your watercolor set as a kid. So you need to get as close to a full understanding of each candidate as you possibly can, both to make sure that you put them in the right place, and that they will enhance the people around them. Smart interviewing is an important step toward this understanding, and an art in and of itself. But you can’t just throw some questions around and hope a Jackson Pollock comes out. Knowing the rules and knowing your goals can help HR, recruiters, and managers create something beautiful. It all starts with a strategy.
- KRYSTAL: Establish your Interviewing Values Build and adhere to our employer brand Data driven hiring decisions A-Players only
- KRYSTAL: Benefits of having an Interviewing Strategy Improved Time to Fill - going in with an interview strategy helps speed up hiring processes Brian’s suggestion to add to speaker notes: Have you ever seen a practiced artist complete an intricate painting in an evening? When someone is practiced in an art, their preparation makes it look effortless. They’ve already put in the time to prepare, so that when it’s time to create, it’s less about making decisions and more about expression. It’s a fun and fulfilling process, both for the artist and for the people who get to watch. You want the same for your interviews. The experience your candidates have during their interviews shapes how they see you and impacts their willingness to accept your offer. Higher ratios of offers accepted - candidate experience matters! Smoother onboarding - Transparency for candidates and clear agenda of job requirements Quality of Hire - if you interview better, you hire better
- CASSIE: It’s important to coordinate with your recruiters so that you’re pulling for the same values. But it’s even more important to make sure that the way you define what you’re looking for in a candidate matches up with each other. Because in interviewing, as well as in art, perspective plays a huge role.
- CASSIE: There’s a fun fact about color: the exact same color appears different when positioned with different colors. Here’s an example: the inner rectangle on the left appears to be darker than the inner rectangle on the right.
- CASSIE: But cover up the backdrop, and you’ll see that these two rectangles are exactly the same color. Why is this? Our brains are always putting things in perspective, and that means processing as much information as possible and making connections. The context makes all the difference.
- CASSIE: You might remember the argument on social media a couple of years back over whether “the dress” was white and gold or blue and black. This is also a matter of perspective, one that’s hardwired into our brains. With the same colors, some saw a white and gold dress in blue shade, while others saw a blue and black dress in golden sunlight. Context and personal interpretation made all the difference. The same thing can happen with job candidates. The candidate that looks the best in isolation on paper might not be the best match when put in the context specific position you’re hiring for, once you factor in your organization’s culture, your values, and even individual team cultures. That’s why making the hiring process a team effort is so important. Adding perspectives from different people can give you a more complete picture of a candidate.
- KRYSTAL: Make hiring a team sport Why opt for Collaborative Hiring? Recruiter & Hiring Manager efficiency Better Quality of Hire Collaborative Hiring involves ALL Decreased Time to Fill
- CASSIE: So how do you streamline this team hiring process when people may have different ideas for the ideal candidate? At BambooHR, we encourage our hiring managers to coordinate their efforts and create a Candidate Scorecard before we start interviewing. Working together, we come up with metrics for the position beyond the ones covered in the job posting. These include specific skill competencies, communication styles, and how well they fit with Bamboo’s culture. After the interview, each person involved grades each candidate on these metrics. Having these in mind before the interview gives the interviewers a framework to work from. The scores are helpful in making a final decision, but most importantly, the scorecard can help catch individual biases. If there’s a wildly differing number for one of these categories, like the one highlighted in this example, that lets the hiring team know where they need to explain their opinions and discuss their rating. Applying this level of detail to the interview process might seem like overkill. But interviews are limited opportunities to capture information, and just like a Picasso abstract painting, applying different perspectives can lead to a richer result.
- CASSIE: And you want to have a rich experience, because most of us are worse at reading people than we think we are. A recent article in the NY Times explores a study on impromptu interviews and their weaknesses. It starts with a woman who showed up five minutes early, gave what she felt was a fairly standard interview performance, and received a job offer. As she was leaving, one of the interviewers remarked that she was impressed how composed the woman was after showing up 25 minutes late to the interview. It turns out that she had been given the wrong start time for the interview. Thankfully, the panel judged her as cool and competent rather than unconcerned. But how different would it be if they had asked her why she was so late? They would have had a more accurate measurement of the situation, one that didn’t depend on their personal assumptions. The article continued to discuss a study where college students participated in an experiment: they would predict the future G.P.A. of a student based on an interview, the student’s course schedule, and the past G.P.A. The moderators explained that past GPA was the historically the best indicator. They also asked the interviewes to rate how well they got to know their interviewees, and to rate students rate students they didn’t meet solely on their schedules and past GPA as a control group.
- CASSIE: As an added twist, the researchers instructed some interviewees to base their response to the questions, all of which were yes/no or this/that questions, on the first two letters of the question being asked. If they were in the same half of the alphabet, they’d answer yes or take the first option. If not, they’d answer no or take the second option. How did these interviewers do? First off, the interviews reduced their accuracy: they had more success in predicting based on past GPA alone. But they also felt that they got to know the fake interviewees better than the honest interviewees. In essence, they were taking the information they had, and deciding if the dress was blue or white, never knowing the context they were missing. So does that mean that job interviews are useless, as the article boldly claimed in its title? Hardly. But it does mean that we have to be careful in the content of the questions we ask, and that we have to consider the context of how we deliver those questions. The biggest flaw in this study, in my opinion, is that it was based on binary questions. When you ask these types of yes/no questions, you’re missing out on giving people the chance to elaborate and provide more context to their answer. And you need as much context as you can get for every answer, because there’s no golden question or set of questions that give you all the information you need to make your decision. So what does this look like in practice, Krystal?
- KRYSTAL: Divide and Conquer the Interview Questions Distribute responsibilities properly Recruiter - Clear, open-ended questions Hiring Manager - Role-specific questions Hiring Team - Scenario based questions
- KRYSTAL: Interviewing Do’s & Don’ts DO’S Resume as a guideline 80% listening - 20% talking Make the candidate feel comfy Strive to do better with each interview DONT’S Review resume during the interview Include someone new into the interview panel in last min Ask questions about race, political views Ask where they live or anything about their family
- CASSIE: It’s not just about what you ask. It’s also about how and when you ask it. Remember, just as you’re judging your candidate, your candidate is also judging you and deciding if they fit or clash with your organization. And the only context they have is your reputation and their impressions of how you communicate with them. So, when you communicate, It’s important to consider the unspoken messages you’re sending. If you’re tired after a long day and getting the interview over with, your candidate might take your body language as disapproval or indifference. They’re looking for any clue to how things are going, and your body language will leave an impression. As you’re mining for information, it’s important to pay attention to your follow up questions. For example, if you ask “Tell me about your editing experience” and they go into detail about proofreading for their company’s blog, asking “Do you have any experience with paper catalogs?” right afterward may convey that their blog experience isn’t what you’re looking for, when that might not be the case. It might be totally innocent, but these type of question pairings come across as “Gotcha!” questions, and they can set the tone of the interview. There’s already enough pressure for your candidates to present their best version of themselves. The more pressure you add, the more likely you’re going to get what they think is an ideal answer instead of an open, honest one. So as you ask follow up questions, remember that they should give your candidates a chance to expand on their motivations or values, simply asking for more information rather than implying that their previous answer wasn’t enough. We need a clear picture, not one coated in Bamboo or SmartRecruiters green, or whatever tint they think your organization wants. So it becomes essential to help our candidates stay at ease, no matter where or how we interview.
- KRYSTAL: Always put the candidate at Ease Smile when you are talking, they will hear it Build rapport early on - ask about day, week, etc. Be human - Use humor and transparency Smile - always remember to smile Be friendly, be courteous - offer water, snacks Maintain eye contact but don’t stare Dress smart - a video interview is like in-person Do audio/video checks in advance Make the interview candidate comfortable
- CASSIE: We’ve also found that a tour of the office helps our candidates get a better idea of what it’s like to work here in a better way than just hearing it from the interviewer or recruiter. We also give them the chance to talk with a few of our employees and ask them questions, sometimes even without the recruiter present to monitor it. This helps show what our workplace is like, and it’s more effective than us telling them about it and having them wonder what spin we’re putting on it. This also gives your candidates a chance to see your culture in action. This not only lets your culture act as an incentive for your candidate, but it also lets your candidate know what they’re getting into when they sign on with your organization. Because the journey doesn’t end with signing someone on - you want a candidate that will stick with you through the onboarding process and stick around long after that. The more information you exchange during the recruiting and interview process, the more you take the interview experience from double-blind to opt-in. And that can help you meet expectations, which makes a big difference in your reviews.
- KRYSTAL transition: Explain how your recruiting efforts build on each other as your reputation grows. Taking steps to preserve your reputation are just as important as the actual interview experience.
- KRYSTAL: ✮ - We would never hire this person. ✮✮ - The candidate is not right for this job, let’s pass. ✮✮✮ - The candidate could be a potential fit, but there are some questions. ✮✮✮✮ - The candidate is the right fit for the job and a good hire. ✮✮✮✮✮ - This is an IDEAL candidate - GAMECHANGER!!
- KRYSTAL: Suggested speaking points: No matter how much effort you put into your hiring process, some people are going to be disappointed. You can’t hire everyone. But now, instead of just complaining to their friends, these disappointed candidates can broadcast their feelings on review sites, leaving extremely detailed negative reviews. How do you respond? When it makes sense to do surveys These reviews can provide useful feedback for the future, but remember to account for skew. People who want the job and complete their reviews before you make the offer will provide glowing feedback saying everything is amazing. On the other hand, people who didn’t get the job might let their disappointment translate into extra negativity on their review.
- Cassie: We’ve covered a lot of great ideas today so let’s review the key elements to a successful strategic interview plan. Having clear goals and values helps everyone in your organization stay focused on what good hiring looks like Get the benefits of diverse perspectives in the interview process by including appropriate team members in the interview process Create standard interview dos and don’ts and implement tolls that create consistency for interviewers while creating a great candidate experience; and finally, A strong focus on your communication style both during and after the interview process helps build the relationship with candidates invited to join your team, influences candidate reviews on social media, and ultimately communicates your company brand.