Motivate Job Applicants To Speak Candidly In The Behavioral Interview: Setting The Tone

Getting job applicants to speak candidly in the hiring interview isn't easy, but you want to spend the first few minutes of the interview in casual conversation that shows a sincere and genuine interest in them as a person. The behavioral job interview should feel like a casual conversation, and this is one of the most important places where you set that tone. Get the job candidate verbalizing - talking tends to reduce anxiety in most people.

You then move from small talk to the formal interview with a general statement of purpose. Something like, "As you know, we're looking for (whatever the position is you're seeking to fill) and I'd like to know more about your work experience and what strengths you could bring to our team."

Tell them you'll be taking notes to keep their responses fresh in your mind. Telling them this in advance helps reduce their anxiety when they see you writing.

Keep a shorthand going at a relatively steady pace throughout the interview so you don't give extra weight to any specific response. Try not to lose eye contact as you write to make it as unobtrusive as possible.

One good reason for taking notes is that studies have found that the person interviewed first sometimes has the least chance of being hired, even if other qualifications are relatively equal. Your notes will help keep their impression fresh in your mind.

Another very important reason for taking notes is that it documents the interview and will be your best defense if a lawsuit results from your hiring practices.

Let the applicant know at the beginning of the interview that you or your Human Resources Department intends to check references and salaries. Ask if they have any problem with you doing that.

Having them state their willingness to have references contacted establishes an agreement you'll come back to at the end of the interview for a powerful technique that gets reference information that's honest and meaningful.

You also need to know if they're applying in confidence and don't want their present employer contacted. What you want to make clear from the start is that you place a high value on honesty and expect truthful answers.

Give Sincere Praise

One of the easiest and most effective ways of reducing tension is giving sincere praise where it's deserved. Praise and recognition are one of the non-monetary rewards that motivates employees in the workplace the most.

Anyone you have time to interview has accomplished something that's praiseworthy. Tell them what accomplishments made their resume stand out and was the reason you wanted to interview them - then let them tell you about it.

Throughout the interview remember to give sincere praise, even if it's simply saying "good" when it's deserved. Phrases like "You deserve a lot of credit for that," or "That's the type of dedication I'd like to have working for me," show recognition and acceptance. It must be sincere to be effective.

Studies show that short acknowledgments of acceptance such as "That's right", "I agree," or "That's interesting," will increase the number of opinions freely expressed by the applicant. It's much easier to talk about your shortcomings if you feel your accomplishments are fully appreciated. Anyone skillful in conversation uses acceptance comments as a way of drawing out a point of view.

Another way of doing this is through restating and paraphrasing to show understanding. Mirror back in your own words the last point the applicant made and link it to the next question. "Good, I can see you can handle that type of responsibility. How would you describe yourself as a supervisor?"

Unless your intent is a sincere desire to understand what they're saying they'll feel it's phony and that they're being techniqued.

If you want the applicant to be candid, you need to show they're accepted. You can do this by:

1) Opening the interview with casual conversation,

2) Praising their genuine accomplishments,

3) Making Simple acknowledgments after their statements such as "Good," or "That's right,"

4) And by restating their points to show understanding.

The interview should feel conversational to get candid answers. This may require framing your questions in a way that makes them seem spontaneous and off-handed.

There are several phrases you can tack-on to the beginning of questions that soften their bluntness. Phrases such as:

* "What would you say..."

* "How did you happen to..."

* "What prompted your decision to ..."

* "To what would you attribute..."

These phrases make the interview feel more like a smooth flowing conversation than merely a question answer period.

It's very important to keep any negative reactions you may feel to yourself during the interview. Try to be very conscious that your body language doesn't reveal negative reactions, or an astute person will pick-up these cues and adjust their answers accordingly.

Inevitably, whenever an applicant says something that's difficult to acknowledge it's the very topic the interviewer wants to know more about. A direct question probing these matters will usually raise their defenses. You'll get an answer that seems prudent and logical, but not necessarily the information you need. Most people won't speak candidly about a negative point if they think the interviewer regards it as significant.

It's important to proceed here in a non-threatening manner and downplay the unfavorable information. An easy way of downplaying negative information is to share a similar problem you've encountered, conveying it's a common experience for others too.

Use statements like "I can understand how that might have happened under those circumstances," when someone acknowledges something that's obviously a negative. "I really appreciate your frankness in mentioning that. I'm sure it wasn't easy for you to bring it up." Respond in a way that doesn't imply a negative judgment, such as "What do you feel you learned from that experience?"

Don't openly disagree with an applicant on any point so as to give the appearance of cross-examining them. Remember to balance your questions in the interview so that you don't emphasize negatives too much.

Always remember that praise and recognition are some of the most powerful non-monetary rewards that motivate employees the most in the workplace - and this is especially true motivating people to speak candidly in the employment interview.

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Steve Penny author of Hiring The Best People has been asked to speak on the Best Interview Questions at the largest human resource conferences in the world. Video clips of this presentation and 7 Ways To Motivate People That Don't Cost A Penny may be viewed at http://hiringthebestpeople.com

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