Perception and the Employment Interview
I recently interviewed on my radio show a high tech human resources guru from
Silicon Valley. During one segment of the show we had been talking about
appropriate dress for a high tech job position. At one of the commercial breaks
he mentioned he had done recruiting at a high tech company that had adopted
'grunge' as its corporate identity. He had interviewees that had torn clothing,
matted hair and no shoes. It was a strange set of interviews, he confided, but
for better or worse the company had set the standard. A suit and tie were
definitely not appropriate. Later in the show we discussed in more detail what
sorts of things were appropriate.
Having been involved in thousands of interviews I thought I had seen it all –
alcohol, facial tatoos, free use of obscenties, etc. But the question of an
interviewer’s perception is an interesting one. So I began to jot down a few
notes.
The perceptual experts tell us we have 6 seconds to make a first impression. That
is the visual side of perception. Personal hygiene, with the possible exception
of some high tech grungers, strikes me first. If hair is dirty, clothes unkempt
and shoes soiled then the perception, mine included, is that the individual does
not take care of himself or herself. If they can’t take care of themselves when
going to an interview -- what will they do when hired? What does it say about an
interviewee if they do not care about personal appearance?
Beyond the physical, I think we get a more personal picture in the first two
minutes of an interview. These are often awkward moments – hi, how are you,
thanks for coming, good to see you, etc. These initial moments are a good
indicator of an individual’s behavior when dealing with the unknown and
determining their level of people skills. This initial chit-chat really sets the
stage for the rest of the interview.
In the United States, we shake hands, especially in a business context. If I get
a weak touch, strong grip, or vertical yanking then I will perceive the
individual tends to the extreme. I may be wrong, but for the applicant the
interviewer’s perception is reality.
I usually begin by asking the applicant to give me a thumbnail sketch of the
their skills and abilities. Most qualified applicants can usually give a synopsis
in a minute or two. This is not a difficult question but it does require a
variety of skills to pull it off. If the applicant cannot state what they can do
then the implication is they cannot do anything. Obviously this may be true with
some applicants and not with others.
Gradually I get around to what are they looking for. Amazingly, some answer they
do not know. If they appear truthful, a ‘don’t know’ response can be seen as
being honest. Most of the time, it implies the applicant has no ambition or has
not thought very much. What I normally want to hear is they are looking for an
opportunity and challenge. This means that at some point the applicant will have
'smoke coming out of their smokestack'. This is an indicator of ambition, drive,
work ethic, etc. If they are looking for security and stability I often perceive
they are also looking mostly for the paycheck.
I let the applicant do the talking and I just ask a series of questions. Near the
end of the interview I usually ask them if they have any questions about the
company. Amazingly, many applicants say no, even when they know virtually nothing
about their potential future employer! What I perceive is a good response is one
or two insightful questions. Going into a long series of intricate questions is
just as bad as not having any questions at all.
There are several areas that send flags up at any point in the interview. If they
jump right on salary and benefits I know they are more interested in what the
company can do for them then what they can do for the company. If they speak
poorly about their past employers then I know they would probably do the same
with my company. If they tell me secrets or confidential information about their
past employers, I know they will do the same to me.
I am used to applicants being nervous but experienced interviewers can get
applicants to relax. The sole purpose of the interview is to find out if the
applicant will be appropriate for the company. This seems too obvious! Yet many
applicants do not understand this simple concept. We have a very short period of
time to determine if the applicant is appropriate to become ‘one of the family’.
Those of us that conduct interviews are people too. We have our perceptions –
good, bad and ugly. The difference is we decide who gets the job.
- Jack D. Deal
Owner of Deal Consulting www.dealconsulting.com. He can be
reached at jackdeal@ix.netcom.com or 831-457-8806. Jack Deal: (831) 457-8806
