HR Managers - How To Interview For Talent
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HR Managers - How To Interview For Talent
Recruitment can be a complex and fragile process. However, interviewing for talent should be handled separately from the rest of the interview process. It should stand alone because of its importance.
By: Peter Mitchell
Recruitment can be a complex and fragile process. However, interviewing for talent should be handled separately from the rest of the interview process. It should stand alone because of its importance.
By: Peter Mitchell
Basically, it only has one objective and that is to discover whether or not the applicant has recurring patterns of thought, feeling or behavior that match the vacancy. This is a more structured interview, more focused and the questions are more incisive. The candidate should be told that this part of the interview is exclusively about their talent.
One of the best ways to discover a person's talents during an interview is to ask open-ended questions so that they reveal themselves by the choices they make. The talent interview should be a verbal mirror image of the job. In the job, he or she will face many situations where they have a choice of their response. Their performance will be defined by the way they consistently respond. By asking open-ended questions that offer the opportunity of a wide range of answers, it will be possible to identify elements of talent. The direction that they choose their answer will be predictive of future behavior.
As soon as you've asked the question, pause and remain silent. If you're asked to clarify the question, responded by explaining that you more interested in what they think it means. Past behavior is a good predictor of future behavior and to discover elements of talent remember this point. The quicker and more spontaneous the person answers the question and gives you a specific example, the more likely that this is recurring behavior and not a single example. If it is recurring behavior then it is a reflection of their thoughts and feelings as well.
If you have to keep on asking probing questions after you've asked your initial question, you can normally count on the fact that it is not recurring behavior and therefore is unlikely to be repeated in the future and is not an insight to their talent. When you ask, "Tell me about a time when" the careful not to judge the response on the quality of detail. Otherwise, you end up evaluating whether or not the person is articulate or has a good memory instead of possessing the recurring talent that you want.
Rapid learning is a clue to a person's talent. Find out from the applicant what sort of things that they have learned quickly. Discover what sort of activities and tasks easy for them now. This will give you an insight to their talent. During the talent interview, also try and discover what sort of things gives them great personal satisfaction in the workplace. Ask them what they find fulfilling. Those answers will give you some idea of how a person will cope repeating those tasks week in and week out.
One of the best ways to discover a person's talents during an interview is to ask open-ended questions so that they reveal themselves by the choices they make. The talent interview should be a verbal mirror image of the job. In the job, he or she will face many situations where they have a choice of their response. Their performance will be defined by the way they consistently respond. By asking open-ended questions that offer the opportunity of a wide range of answers, it will be possible to identify elements of talent. The direction that they choose their answer will be predictive of future behavior.
As soon as you've asked the question, pause and remain silent. If you're asked to clarify the question, responded by explaining that you more interested in what they think it means. Past behavior is a good predictor of future behavior and to discover elements of talent remember this point. The quicker and more spontaneous the person answers the question and gives you a specific example, the more likely that this is recurring behavior and not a single example. If it is recurring behavior then it is a reflection of their thoughts and feelings as well.
If you have to keep on asking probing questions after you've asked your initial question, you can normally count on the fact that it is not recurring behavior and therefore is unlikely to be repeated in the future and is not an insight to their talent. When you ask, "Tell me about a time when" the careful not to judge the response on the quality of detail. Otherwise, you end up evaluating whether or not the person is articulate or has a good memory instead of possessing the recurring talent that you want.
Rapid learning is a clue to a person's talent. Find out from the applicant what sort of things that they have learned quickly. Discover what sort of activities and tasks easy for them now. This will give you an insight to their talent. During the talent interview, also try and discover what sort of things gives them great personal satisfaction in the workplace. Ask them what they find fulfilling. Those answers will give you some idea of how a person will cope repeating those tasks week in and week out.
Peter Mitchell is a business consultant who has helped many businesses to lift their labor productivity in the workplace at little or low cost. His practical guide The Key To Productivity should be on every manager's desk and used to install your productivity improvement program. To find out more go to www.thekeytoproductivity.com.
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