In an interview by R. Sukmar with Claudio-Fernandex-Araoz , a veteran in the recruitment industry who interviewed 20, executives across 40 countries, Claudio observes how traditional interviews often involve critical-point insincerity between the parties.
The hirer positions the organisation as a paradise to work within. As I researched this position, the scale of the problem struck me. This is dreadful! Both face significant risk when dishonesty lies at the core of the initial stages of their relationship and strongly suggests a mutually anxious and horrible hiring experience before, during and after placement, especially if either side entered into this conversation with a desperate state of mind.
This initial platform of distrust and hope ultimately harms everyone involved, making the hiring process less efficient and effectively undermines the potential for successful, lasting employment relationships. You need to build interviews as genuinely deep conversations that shout-out trust at its core. Otherwise said, you need to de-risk the need of the individual to lie, or be less truthful. Try and find information that promotes working at that particular organisation and detractors.
It will give you talking points to explore in your interview. Prepare to ask questions around:. If a company dodges replying to these questions, consider these red flags in your decision making process. You can also reach out to an ethical professional recruiter whose sole purpose is to help you frame your needs and connect you with great workplaces that fit your capabilities, risk appetite and style. Ask candidates a mix of behavioural, situational and career development questions that explore how they handled past situations involving problem solving, career development and future goals such as:.
Engage in reference check practices. You may very well learn many things from the people that worked with the candidate, even if they were references suggested by the candidate themselves. When word gets out that your hiring practices are centred around honesty, your employer brand receives a significant boost. Potential candidates will see your company as trustworthy and transparent, which increases the value of options within your applicant pool. A strong employer brand also minimises the need for expensive marketing tactics to fill roles.
