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How to Interview Extraordinary People

Earlier this month, I read an interesting blog post, “How to Hire Extraordinary People.”   The author, Leah Busque makes one of the most complicated and important processes so simple.  It’s like that moment when you first leave the hair salon just after a cut and color.  Your hair looks so perfect and the stylist made it look so easy.  So the next day you grab your flat iron, blow drying brush, and work to create the perfect simple style except the result is a fumbled and embarrassing version of what you saw the day before.

Hiring the right people starts with selecting the best candidates to conduct an interview.  Before even dialing that phone to set a phone or in person interview, recruiters and hiring managers sort through resumes looking for a handful of candidates that catch their eye.  Applications and resumes are innately flawed, and if you are looking for passion within a resume, you shouldn’t be looking at a resume.  These are made for the masses and are considered marketing documents made by inexperienced job seekers who have never been trained to articulate passion.  Even this is not so simple.

So you make your best educated guess and schedule five interviews with your top selections, and now you must squeeze out of them passion, hustle, transparency, and awesome in order to make the best hiring decision.

How to Interview

Candidate courting and conversation shouldn’t really ever end, even after your employee’s first day.  Remember that the interview is as much for you, the hiring manager as it is the prospective employee.  Manipulation, tricks, and dishonesty are never the right foot to start off in any relationship.  They are certainly not the makings of a successful interview with an extraordinary person.

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media.  She’s an author who writes at Blogging4Jobs Also, connect with her on Pinterest @blogging4jobs. Photo credit by BillyZetsubou

 

 

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