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| Nguồn: Pexel |
A recent LinkedIn story shed light on a hiring manager of an outsourced staffing company who chatted for an hour about non-job-related topics, like penguins and polar bears, believing it showcased good conversational skills. The takeaway: hire someone you can have an hour-long chat about nothing with. However, this approach raises questions about biases, risks, and legal compliance, especially considering the company's history of discriminatory practices.
So, what's the issue with conversational interviewing? Well, nothing—if done right.
It's entirely possible to be both conversational and an effective interviewer if you grasp the basics. It starts with preparation, understanding what you need to ask and say. The key is to ensure your "conversation" aligns with the goals of the interview and the candidate's background.
The Pitfalls of a Loose Approach
The problem with the mentioned talent acquisition manager's approach is evident. If you spend an hour discussing non-job-related matters, how can you make a job-related decision? Implicit biases inevitably creep in, jeopardizing the entire process.
Questions arise about the fairness of the selection. Did the interviewer choose a younger candidate over a qualified older one? Did personal preferences influence the decision? The lack of focus on job-related qualifications introduces bias, raising concerns about discrimination claims.
While the hire might be successful, the candidate's inability to distinguish between a casual conversation and a job interview could lead to performance issues. Important competencies like empathy and problem resolution might be overlooked in favor of personal connection.
Goal: Information Exchange
The primary goal of a conversational interview is to ensure candidates meet minimum requirements, often discernible from their resumes. Quality preparation, combining candidate-specific and common questions, is key. The focus should be on bona fide occupational qualifications (BFOQs) to limit inherent bias and hire based on qualifications rather than personal preferences.
Executing Realistic Job Previews
Another crucial goal is setting candidate expectations accurately. Structured conversational interviews allow sharing information effectively. Questions should concentrate on specific job-related requirements, avoiding irrelevant queries that can come off as interrogative or nonsensical.
Creating a "social contract" through confirmation and commitment questions aligns expectations with the role. This alignment can be referenced during performance management discussions.
Structured Conversational Interview in Action
A structured conversational interview could look like this:Providing information about the role's responsibilities.
- Asking the candidate about their past roles and experiences.
- Delving deeper into specific experiences mentioned on the resume.
- Offering insights into why certain aspects are crucial for success.
- Seeking the candidate's comfort and commitment.
Making it Work: Structure and Drill Down
A structured interview, starting with a core set of questions, proves effective. Asking all candidates the same questions aligned with performance or competencies is a strong predictor of future job performance. Structured interviews have proven to be significantly more predictive than unstructured ones.
To be a great conversational interviewer, focus on structured interviews that start with a basic set of questions and drill down based on candidate responses. According to workforce analytics consultant Brandon Jordan, structured interviews are nearly 2.5 times more predictive than unstructured ones. Balancing information exchange and qualification-focused conversations ensures engagement while limiting biases, leading to improved outcomes for the Vietnam Human Resources industry.
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