But They Looked So Good in the Interview

How to Spot Interview Stars

How often have you heard it said or said it yourself, after it's all turned to custard,  "Well they seemed so good in the interview!" I even had one manager tell me that, "He seemed like a pretty good bloke when we played a round of golf". Interviews are a form of theatre in which all of the actors are tripping over one another, trying to put their best foot forward. The employers are busy attempting to leave a favourable impression of themselves and their company, while the applicants are trying to mould themselves into whatever they perceive is desired. There's research available that shows success in an interview has little connection to the ability to deliver what the job requires.

This is what Herb Greenberg (on the left in the photo), President and CEO of Caliper has to say about interviews. "While interviews are an essential part of the recruiting process, there are a number of inherent limitations to them ..."

There are thousands of guides available for applicants to learn how to make the right impression. Recruitment agencies often coach applicants in how to answer questions to ensure they get the job (and the agent gets their commission). And none of us are mind readers.

The risk of all of this? Hiring an Interview Star - someone whose best performance occurs during the interview. Dr Greenberg says there are two things an employer can do to reduce this risk:

  1. Conduct a personality assessment which provides insights into the individual's strengths, limitations and motivations
  2. Compile a list of key attributes that are going to be required for the individual to succeed in the job, and work effectively with their manager. For example, for a sales position, persuasiveness, service-orientation, independence, empathy, reasoning ability and the ability to bounce back from rejection are increasingly important as customers seek quality

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