September 6, 2006

How Do Job Interviewers Think?

If I get this response to an email… wait until my BOOK, Insider Job Secrets Revealed, comes out next week!

More on that - and why you MUST get this book if you’re looking for a job - in a moment.

You see, I got a terrific response to last week’s email about my No. 1 tip for getting a job.

But one reader pulled me up on something that - yes, I have to admit - I breezed over somewhat. Here’s the email:

“Hello Anna.

First, I hope you’ll excuse my very bad English and, above all, that my message will be clear enough… but I would like to react to your tip of the day and especially to:

‘Often they’re much more focused on what you’ve done in the past, your various qualifications, and what your so-called “strengths and weaknesses” are!’

You have to know that, perhaps, a reason exists to focus on these elements…
A good interviewer has a method to assess the applicant and one of the most effective is based on the science that the best way to predict a future behaviour is to analyse past behaviour with a strict method - it’s that we call in French “entretien structuré” (perhaps “structured interview” in English).

As a recruiter, I don’t consider a lot the projective views of the applicant. They aren’t predictive and valuable for me (and it’s a point a view shared by those who really think about this subject and by the studies).

I think your tip is a good one with a bad recruiter (and they are numerous…) but with a efficient one (with a real method) I don’t think it is.

- Olivier Bouchaud
Assessment Consultant”

Here’s how I responded to Olivier:

“Hello Olivier,

Thanks so much for your email! And your English is fine.

I actually agree with you 100% - and I’m aware of the fact that past behaviour is the best predictor of future behaviour.

What I’m getting at is that interviews can be so much about a candidate’s past, that there is no opportunity to scrutinize how a candidate plans to do the job.

Now, I do acknowledge the risk of a candidate claiming how they’ll do the job, without really having the ability to do so. However, if they are put on the “hot seat” and “grilled” i.e. their proposal is thoroughly discussed, it will quickly become apparent whether they know what they’re talking about.

In fact, what I advocate is that hiring an employee is approached just like hiring a consultant - you definitely, definitely look at the candidate’s past jobs, qualifications and achievements… but you also have them present how they plan to achieve the results the employer is seeking.

Best wishes,

Anna

Olivier then wrote:

“I think we’re not far from being in agreement… But people often see selection and assessment in a simplistic and not a professional enough way. And I’ve decided to fight against that. There is so much to say… and even more to do in this area…

- Olivier”

I couldn’t agree more.

That’s why I’ve written my unorthodox, and (as you might imagine) somewhat controversial job hunting book, Insider Job Secrets Revealed.