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Job Interviews, You’re Doing Them Wrong!

…and the one small u-turn that could be a game changer for recruiting great talent 

People shaking hands at a job interview

When hiring, what are the most important qualities in an employee?

Their skills? Experience? A well-written CV? Their qualifications? Or, is it their attitude? 

I think there’s something bigger than all of this that no one seems to talk about. Which I want to deep dive into later.

But, have you ever asked yourself this: Why is it that only the employer interviews the candidate to be employed? 

Imagine if the job interview process was reversed, and the candidate interviewed the potential employer in a two-way process.

Yes, this can be more time-consuming, but isn’t it worth it to get the right hire for your business?

Why is it beneficial for a candidate to interview the employer during an interview?

  1. It allows the candidate to gain a better understanding of the company culture and the day-to-day responsibilities of the position they are applying for.
  2. It can give the candidate an opportunity to ask questions and clarify any concerns they may have about the job or the company.
  3. It can help the candidate gauge whether the company and position are a good fit for them and their career goals.
  4. It can also help the employer understand if the candidate is a good fit for the company culture and the position.
  5. It also shows that the employer is open-minded, transparent and willing to invest time in finding the right candidate.
Job candidate interviewing the interviewers

I sat in on a job interview for a senior position. It was dragging out. I couldn’t get to the truth behind the questions. They were guarded. Generic. I was getting impatient, so I put my interview questions and pen down and said:

‘Right, why don’t you interview me?’ I figured it would be more fun.

And it comes from a core belief that I’ll share in a moment. 

Within a few minutes, the decision of whether to hire this person or not became so clear. The types of questions were the most glaringly clear way to figure out the motives, desires and values of the candidate. 

The two big problems with answering questions is it is just too easy to hide motives by 1. Telling you what they think you want to hear, and 2. Lying to you. 

But when asking questions, it’s much harder, maybe even impossible, to hide those motives.

You can lie through answers, but you can’t lie, or hide, through questions.

The truth literally shines through the questions. And truth is the hardest thing to find in an interview

Asking the employer questions during a job interview can reveal the true intentions and motives of the candidate in several ways:

  1. It shows that the candidate is genuinely interested in the position and the company. They want to know more about the job responsibilities, the company culture and how they can contribute to the company’s success.
  2. It also shows that the candidate has done their research and is familiar with the company and its products or services. This can indicate that they are genuinely interested in the company and not just looking for any job.
  3. Asking about opportunities for growth and development within the company can also indicate that the candidate is interested in a long-term career with the company, rather than just looking for a short-term job.
  4. It can also reveal the candidate’s goals and motivations for wanting to work for the company. This can help the employer understand whether the candidate’s values align with the company’s values.
  5. Additionally, it’s important to note that the questions that a candidate chooses to ask can also reveal their level of preparation, their interests, and their areas of expertise.

So, back to my core belief when recruiting someone to work for you: it is not just about core skills, talent, experience and attitude, it is that for the most part, they enjoy coming to work. They get satisfaction, even pleasure, from doing the job. They want to be there.  

Happy people enjoying their job

For me, that’s half the battle. Maybe 80%. 

We all rise and shine when we enjoy what we do. We all work with pride and want to do a great job. 

Other ways to make sure you are finding the right candidates who are more likely to enjoy the role, company and therefore do a good job is to:

  1. Clearly define the job requirements and responsibilities in the job ad: This will help to attract candidates who are interested in the specific duties of the job, which can increase the likelihood that they will enjoy it.
  2. Use targeted recruiting methods: Posting job openings on specific websites or reaching out to professional organisations related to the field can help attract candidates who have a genuine interest in the job.
  3. Screen candidates based on their interests and hobbies: Asking questions about a candidate’s interests and hobbies during the interview process can provide insight into what motivates them outside of work and whether they will enjoy the job.
  4. Emphasise the positive aspects of the job: Highlighting the benefits, perks, and opportunities for growth and development in the job can attract candidates who are excited about the position.
  5. Consider candidates’ skills and qualifications: Look for candidates who have the necessary skills and qualifications for the job, but also consider their personality, work style, and overall fit.
  6. Give them a trial period or a task related to the job: Giving a chance to the candidate to prove their skills and interest in the job by giving them a trial period or a task related to the job, can be a good way to assess their suitability.
  7. Advertise that you will be offering employees what they want in their next role: pay and well-being issues are at the top of candidates lists.

BUT, the best way to figure out if they really want the job, therefore having a higher chance of enjoying it, therefore a higher chance they will do a great job, therefore a higher chance they will stay for a long time, is that they interview you

I’ve recruited two of my last three candidates, having given them half the interview to interview me. I’ve done hundreds of interviews and hired over 1,000 staff, and can’t help but feel I’ve lost some good hires not doing this and made some bad ones not doing this. 

What do you think? As a business owner, are you prepared to try it?

If you know anyone who might be the perfect fit for any of the Progressive companies don’t hesitate to get in touch. We are always actively recruiting. Simply send your CV here and we’ll get back to you. 

Written by Rob Moore

Written by Rob Moore

Rob Moore; host of "Disruptors” & a ‘disruptive' Entreprenuer:

He disrupted the property investing world, with over 1,350 property rental units managed/owned/sold
Became a millionaire by age 31
He disrupted the business world with public 3x longest speech world records
Disrupted books by being a best-selling author of 19 books on money, business & investing
14 companies &multiple 7 & 8 figure businesses
He disrupted the influencer world with his global podcast, Disruptors, with over 1,000 episodes & a community of over 3 million followers across all platforms

Rob's mission: to help as many people on the planet get better financial knowledge and help YOU make, manage and multiply more money through multiple streams of income


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