Use a Star to Catch a Star

A couple of recent interviewing incidents reminded me about a comment in Jeff Grout's book  Recruiting Excellence. To paraphrase Jeff, he basically said there are many reasons why recruitment interviews fail to be effective: lack of preparation, lack of structure, instinctive decision making to name but a few – but all of these are outclassed by having the wrong person interview in the first place.

Sure, interviewing skills can be taught. But making sure you put the right person in front of the candidate is a crucial strategic decision.  From the candidate’s perspective, the interviewer is the organisation.  And the interview process is a reflection of the organisational abilities of the firm. If the interviewer is unprepared, disinterested or uncommunicative or the interview process is badly managed with long delays in giving feedback, then the star candidates will not be attracted to the firm. 

So what could have gone better this week: a client who thinks that being aggressive in an interview is a great way to attract the best people; a hasty 20 minute discussion down the pub; the role being filled without us or the candidate knowing so they go to great lengths to slip out of work only to be told there is no job to interview for; a two hour wait in reception; a meeting scheduled one afternoon for the next morning only to be cancelled with one hour’s notice and endless interviews where we’re still chasing feedback to give the candidate.

But just to redress the balance, we also had: a star candidate who totally changed their perspective of the firm once he met the people; a candidate who got a second shot at a case study because he had been travelling non-stop for work and was too tired to do his best (he was offered the job and said yes without hesitation); several candidates who said the team they met was inspirational; a client who created a new role to play to the candidate’s strengths and numerous candidates who came out of interview and said ‘that would be a great place to work’.

I think private equity firms generally get it right in terms of creating the right impression. So, if you can match the qualities you are looking for in your candidates with your choice of interviewer – use a star to catch a star – and then make sure you give us some feedback on the interview as quickly as possible, you’ll attract the right candidates and leave a fantastic impression in the market place about your firm, your process and most importantly, your people.