The Art of Interviewing:
Unearthing the Truth Beneath the Surface
Hiring is an art often underestimated, interviews are more than just a formal process, they are a dance of discovery, a strategic chess game where each question and answer reveals layers of truth. Drawing from my humble experience these past years working at startups and spending probably hours and hours on sourcing and interviewing candidates, but also sitting on the other side of the table, let's delve into the nuances of conducting interviews that not only assess skills but also uncover the deeper, often hidden traits of candidates.
The Power of Probing: Going Beyond the Surface
Interviews often start with well-rehearsed answers. A candidate might explain their departure from a previous job as a "disagreement with the Manager." It's a common narrative, neatly packaged. However, the real story unfolds when you push deeper. Imagine peeling back the layers: initially, the candidate describes raising objections in a meeting. As you probe further, they admit to a heated argument. Finally, the truth emerges—they slapped the Manager and were fired. Each level of questioning peels back another layer, bringing you closer to the unvarnished truth.
This technique, asking more than three levels down, is crucial. It reveals the raw, unprepared responses that give genuine insight into a candidate's behavior and mindset. It's not just about what they did, but why and how they did it.
Reading Between the Lines: The Subconscious Cues
Often, the most telling details come not from direct answers but from the subconscious fillers and side comments. When a candidate dismissively mentions, "I guess a job is a job," it speaks volumes. This offhand comment may suggests a lack of passion or motivation, a potential red flag for any role that requires enthusiasm and engagement.
Paying attention to these nuances helps in assessing not just what a candidate says, but how they truly feel about their work and their role in a team. It's about catching those fleeting moments of honesty that slip through the cracks of their prepared responses.
Efficiency and Direction: Maximizing Interview Time
Time is a precious commodity in interviews. With limited minutes to make a significant decision, it's essential to be strategic. This might mean interrupting a rambling answer to steer the conversation back to critical points. The goal is to extract as much relevant information as possible within the constrained time frame.
Moreover, avoiding vague answers is key. Ambiguity often hides a lack of knowledge or an attempt to evade the truth. By asking for specifics—"Can you walk me through a specific product's roadmap process?"—you force clarity and precision, leaving no room for generalities.
The Candidate Experience: Balancing Rigor with Empathy
While the primary goal is to assess the candidate, it's equally important to sell them on the role and the company. An interview should be a rigorous process that challenges candidates to think differently, but it should also be respectful and considerate of their stress levels. A question like, "What do you do for fun?" at the start can help build rapport and ease nerves, setting a positive tone for the rest of the interview.
Cultural Fit: What to Look For
In the fast-paced world of tech and startups, cultural fit is the secret sauce that turns a good team into a great one. Beyond just the resume, it’s about finding people who mesh with your company’s vibe and mission. Here’s how to spot them:
Team Player: Are they all about collaboration, or do they play the blame game? Listen to how they talk about past projects—do they own up to mistakes collectively, or do they point fingers at "management" or "other teams"?
Ambitious and Gritty: Look for those who’ve hustled through tough times. Ask them to share war stories where they’ve gone above and beyond. This kind of tenacity often predicts who will push your startup forward.
Intentional Decision Maker: People who know why they’re here usually stick around. Candidates who can explain their career choices thoughtfully are likely to be more focused and content in their roles.
High Standards: Have they thrived in high-performing environments? Their past can be a crystal ball for future performance. Dig into their experiences to see if they’re used to high bars and tough challenges.
Positive Attitude: Past happiness can be a great indicator of future enthusiasm. If they’ve never found joy in a job before, it’s a red flag. Your startup deserves someone who’ll bring positive energy.
Humble and Open-Minded: Flexibility and respect for differing opinions are non-negotiable. Check if they can roll with decisions they might not agree with—this is key for maintaining harmony and dynamism in a team.
Self-Aware: Do they have a realistic grasp of their strengths and weaknesses? People who understand how they’re perceived are better at personal growth and teamwork.
Diligent: Did they do their homework on your company? This shows they’re genuinely interested and serious about the opportunity, not just sending out blanket applications.
Clear and Concise Communicator: In the startup world, clarity is king. A candidate who can articulate their thoughts effectively is invaluable for collaboration and decision-making.
Finding the right cultural fit isn't just about checking boxes—it's about envisioning how a candidate will gel with your team and propel your mission forward. Look for these traits to build a powerhouse team that's ready to tackle the next big challenge.
Mastering References
References are more than just a formality. They should deepen your understanding of the candidate’s strengths and weaknesses. Here’s how to get the most out of them:
Triangulate: Probe different references on the same points to confirm your hypotheses.
Push for Specifics: Avoid settling for generic positive feedback. Ask for concrete examples.
Evaluate the Referencer: The credibility of the reference giver is crucial. A high performer’s endorsement carries more weight.
Confirm Professional Relationship: Ensure the references are professional, not social acquaintances.
Percentile Question: Ask where the candidate ranks among people they've worked with. Top performers will usually rank high.
Conclusion: The Art of Uncovering the Truth
Interviewing is as much an art as it is a science. It's about asking the right questions, digging deeper, and paying attention to the subtle cues that reveal a candidate's true character. By combining rigorous assessment with empathy and respect, you can not only find the right fit for your team but also create a positive interview experience that leaves candidates with a good impression of your organization. In the end, the goal is to discover the truth beneath the surface and make informed decisions that benefit both the company and the candidate.
And remember if it’s not a HELL yes!! it’s a no.
Happy interviewing!