Have you ever struck up a conversation with a complete stranger….perhaps during a long plane ride, at a bar or while camped out waiting for the opportunity to purchase the latest consumer electronic device? You probably didn’t think much about it at the time but this conversation likely resulted in the exchange of a great deal of personal information- marital status, children, views on religion/politics, job satisfaction/frustrations…..maybe more than you or the other person intended to divulge! What dynamic facilitated this open dialogue?
First of all, the physical environment was conducive to conversation- neither of you likely felt intimidated or “threatened” in any way by the other….you were comfortable with each other’s overall demeanor….voice level, eye contact, body language, etc. You probably didn’t think this person had any hidden agenda or ulterior motive or was judgmental. Otherwise, you most likely would have gone back to reading your book, listening to music or talking with someone else. Also, there likely was a fairly even exchange of views, with neither of you dominating the discussion.
What lessons can we learn from this type of random encounter that might be applicable to conducting a successful employment interview? In my interview skills enhancement workshop, I encourage hiring managers to create a trusting environment in which a candidate feels comfortable answering probing questions truthfully, in detail and without fear of criticism or reprisal. A big component of this environment is the physical space in which the interview takes place. It should be quiet and free from interruptions such as phone calls or other conversations, with a seating arrangement that is low in intimidation factors (i.e., no “power desk” between you and the candidate.) It should also include a short period of “small talk” or casual conversation on an innocuous topic such as the weather, traffic or sports that sets the tone for the formal interview.
Creating the right environment goes a long way towards eliciting the type of evaluative information a hiring manager needs in order to make a decision based on facts rather than opinion or emotion.
