Candidates tell me that my interviews are different. I’m not sure what makes me different— I’m told it’s good.
I start by asserting the outcomes I need to create on the call.
You, candidate, walk away with total clarity about the role.
You, candidate, believe I perceived you the way you want to be perceived.
You, candidate, believe you got some of value from this time.
I then ask, “what would make this the most valuable time for you?”
I love that question because it allows me to be curious. I ask questions about what’s important to them. I clarify what I hear, I reflect back what I learned.
People invariably tell me that they learn a ton about themselves in 45 minutes.
If you want to get better at assessing talent, ask people what they value most. Then get curious.
