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TWO QUALITIES TO STRESS IN A JOB INTERVIEW: Collaboration and Communication
Posted on September 23, 2014 in Consulting
While at a recent PTO meeting at my 14 year old’s high school, I listened to an inspiring presentation about the HISD “Power Up” initiative. Of the ten identifying factors employers expect schools to educate future employees, two qualities were most interesting (to me): collaboration and communication. Though employers desire these traits from their workers, I am less assured employers put the effort in the interview process testing for these characteristics. Here are considerations how employers can try to discover which applicants are true team players with solid communication skills.
Collaboration
Employers should certainly reach out to references to ask about a person’s team building and team-oriented traits. But referrals are difficult when a candidate cannot let his current employer know he is interviewing or because the prior employer has a policy providing only dates of employment and last position held. Employers need not give up so quickly. A referral might also be a bit skewed based on a friendship. So here are a few things an employer should do in the interview process to find true team players:
- Ask the applicant to talk about several of his accomplishments and listen for answers that mention team and colleagues. Be wary of responses that graciously (or not) take all the credit. A little praise of one’s own accolades is good, but boasting can be problematic.
- A quality sign of a team player is that others want to be on his team. So inquire about the retention rate in the applicant’s current company. The longevity within his group can be telling. Follow up by asking the candidate to indentify the rationale for why others stayed or exited the company. Was the applicant disappointed when a colleague left the organization, and if so, why?
- Discuss with the candidate those opportunities in which he led by example to motivate through influence and inspiration towards others to enhance a collaborative goal.
- As a firm believer that we often learn more from our mistakes than our victories, ask the applicant about a project that did not go well. Check how the candidate responds and represents his own accountability in the breakdown. Listen to how your applicant places himself in his own story.
For more general ideas on creating habits of a collaborative business culture consider this article in Forbes, http://www.forbes.com/sites/jacobmorgan/2013/07/30/the-12-habits-of-highly-collaborative-organizations/.
Communication Skills: Oral and Written
Poor communication in the workplace triggers more employment litigation than anything else. See my first newsletter, October 2011, http://www.employment-matters.com/consulting/better-communication-in-the-workplace-2/. Still, employers often do not test a person’s ability to communicate in the hiring process. The highest concerns are the applicants seeking management positions for the obvious reasons that they would necessarily be responsible for handling disciplinary and termination decisions. The same could be said, however, for promoting an employee into a management position.
Here are suggestions for making communication skills a stronger focus in your job interviews:
- Communication largely comes from body language. Employers should look for people who create a comfortable atmosphere in their immediate surroundings.
- Ask the candidate to explain the most difficult news he ever had to communicate to a subordinate. Additionally, ask him to discuss the experience and, in particular, how he conveyed the news. As best as possible, try to reenact the experience.
- Ask the candidate about his engagement methods with human resources as it relates to employee disciplinary action. Does he lean on human resources as his crutch in dealing with employee problems or does he utilize human resources to ensure he is enforcing company policy consistently and fairly.
- Look for candidates who are attentive and patient. Their communication skills are typically better than others because listening is key to effectively expressing your message. In contrast, be cautious of someone who talks over others or tries to complete another’s sentences.
I hope you found these tips helpful and that you employ them in your hiring process. I welcome the opportunity to discuss these topics in more detail with you, and as always, please feel free to share my suggestions with friends and colleagues.