It’s pretty wild how much weight is placed on a brief interaction during an interview, given how pivotal the decision can be for a long-term role. In fact, it’s often a balancing act between evaluating both the skills and the personality/fit of a candidate.

Glenn’s advanced interview tips and techniques typically focus on both aspects, depending on the role and the organizational needs. Let’s break this down a little:

1. Digging Deeper into Skills:

• Advanced interviewing techniques often include competency-based questions that assess real-world application of the candidate’s skills.
• For example, instead of simply asking, “Do you have experience managing projects?” you could ask, “Can you walk me through a time when you had to manage multiple projects under tight deadlines? What steps did you take to prioritize and execute them?” This digs deeper into their actual problem-solving, time management, and leadership abilities.
• By diving deeper into the skills and how they’ve been applied in past roles, you can better assess if they have the technical competence to succeed in the job.

2. Understanding Personality and Fit Within the Team:

• Skills are essential, but team fit and cultural alignment are often just as critical for long-term success. Glenn’s approach may involve behavioral questions and situational role-playing to see how a candidate handles interactions and challenges that align with the values of your team.
• For instance, a question like, “How do you deal with a conflict between two team members who disagree on the direction of a project?” helps assess their interpersonal skills and ability to work collaboratively.
• These questions explore the candidate’s values, work style, communication skills, and overall ability to thrive within the team dynamic. It’s all about figuring out how they’d complement the existing team and if their personal style aligns with the culture you’re trying to cultivate.

3. Beyond the Usual Questions:

• Moving away from the typical “tell me about your strengths and weaknesses” allows for a more meaningful and insightful conversation. Glenn’s techniques might involve asking reflective questions that make candidates think critically about past experiences and future growth.
• For example, asking, “What is the biggest professional mistake you’ve made, and how did you handle it?” This question gives you insight into a candidate’s ability to reflect on their actions and grow from them—a quality that’s crucial for long-term success.

In essence, while skills are vital for a candidate’s performance in a role, understanding their emotional intelligence, cultural fit, and approach to collaboration can be just as important. A well-rounded strategy that incorporates both of these elements can truly transform the hiring process and help ensure you’re making a lasting, impactful hire.

The key takeaway is to dig beyond surface-level questions to reveal deeper insights into a candidate’s ability to contribute to both the work and the team culture.