Chemistry Is King When It Comes To Successful Interviewing
ornography is "hard to to that the hiring manager is going
define," but "I know it to use to determine the
when I see it," wrote candidate's suitability for their
former Supreme Court Justice job.
Potter Stewart in 1964.
Psychologist Albert Mehrabian
Chemistry between two individuals said that 93% of communication is
is another gray area that can be non-verbal--the spoken word only
equally difficult to explain. In accounts for a mere 7% when
the context of a job interview, delivering a message. I agree
how is it you can have two that body language and tone of
candidates with comparable voice are significant factors
backgrounds, experience and skill when it comes to effective
sets: one the client loves while communication (and developing
the other they could care less if chemistry), but I believe the
they ever see again. spoken word plays an equally
important part. Not just the
You may be thinking, "That's quality of the message, but the
obvious: it's a personality quantity of words used. Let me
issue"--and I would agree, to an explain: I recently had the
extent. But you don't have to opportunity to participate in a
dislike someone's personality to group interview with a client who
not have chemistry with them. is hiring for a VP-level
I've interviewed a number of very position. Since the majority of
likable (and capable) people that the companies I work with are
for whatever reason did not make outside of South Florida, I don't
a favorable impression on the often get the chance to sit-in on
client. I'm always trying to the candidate/client meeting. But
uncover the criteria (experience after this particular one I think
and skill sets notwithstanding) I'm going to start insisting on
it because the insight I gained either dominates the conversation
was invaluable. or doesn't equally contribute
with their own thoughts and
Interviews with executive-level observations, chemistry rarely
candidates tend to be more develops. No one likes to be
conversational in nature as interrogated. An acquaintance of
opposed to rapid-fire Q & A mine is a reporter with a local
sessions. The participants television station and talking
generally view themselves as with him is like being on trial
business-equals and most for aggravated homicide: one
employers recognize that intensive question after another
candidates at this level, with him rarely giving any
particularly those recommended by commentary or opinion of his own.
a search firm, are highly Almost as bad is sitting on the
qualified and in-demand. It was receiving side of an "information
during this 90 minute meeting dump", where the other person
that I watched the chemistry goes into mind-numbing detail
between these two parties begin about topics and issues that are
to develop, then take a dramatic hardly relevant to the
turn downward, only to slowly discussion.
reignite and begin to build the
foundation for a business An interview is but a snapshot of
relationship. both parties involved: it's a
first impression to determine
Good conversation should unfold whether or not a potential
like a tennis match with the two relationship can develop and
players volleying equally back flourish. Whether you're a hiring
and forth, not like being shot at manager or job seeker, keep the
on the other side of the net by a "volleying" analogy in the back
ball machine. When one side of your mind during your meeting.
Give chemistry every opportunity yourself making better employment
to develop and you'll find decisions.
About the Author:
Thad Greer is an Executive Sales Recruiter and the Managing Partner with Priority Recruiting Solutions, Inc. http://www.priorityrecruiting.com, a nationwide retained, executive search firm headquartered in South Florida. He can be reached at 888-EZ2-SEARCH or thad@priorityrecruiting.com. His blog, "Confessions from a Serial Recruiter", http://serialrecruiter.blogspot.com serves as a resource for employers and job seekers alike.
Published At: www.Isnare.com
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