Interviews can be such powerful opportunities to identify and entice real Leadership talent to your business. However, they also carry a real danger of delivering a disaster if you don't invest your time and creative thought into designing an effective meeting / process.
Interviews should be a two way process of you getting to know a candidate and them getting to know you and your business. After 19 years of interviewing, I believe the most effective interviews are when you set them up as informal but professional meetings and share an agenda beforehand so you can both prepare for an outstanding meeting.
This article provides some great advice that will help you design an effective interview.
Here are six of the most common — and how you can avoid them: 1. Assume shyness equals inability. Some people just don’t interview well. They’re nervous or shy and don’t make a great impression. An awkward interview does not mean a candidate can’t do the job, though. Great communication skills in no way signal broader expertise. Do this: Be patient when candidates seem uncomfortable. Try to help them relax. You’re a leader: Your job is to get the best from people — even people you haven’t hired yet. And if you find yourself holding a lot of interviews where the candidates are uncomfortable, take a step back and consider your approach. You might be the reason.