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Five things to look for in a great job interview.
In my career I have reviewed thousands of resumes and conducted hundreds of employment
interviews for both The Trademark Company and other businesses for which I have
worked. In doing so, I got to see the good, the bad, and the downright ugly in
terms of resumes, interviewing skills, and the like. For other CEOs looking to
hire, here's what I think makes a great candidate stand out from the good ones.
1. Attention to detail: How many times have you heard this one, right? Pay attention to detail. Let me say it again: PAY ATTENTION TO DETAIL!
There's a great story at the end of the movie Coming to America with Eddie Murphy. It goes something like this:
A man goes into a restaurant. He's having a bowl of soup and he says to the
waiter, "Waiter come taste the soup." The waiter says, "Is something wrong with
the soup?" He says "Taste the soup." The waiter says again, "Is there something
wrong with the soup? Is the soup too hot?" The man says again, "Will you taste
the soup?" "What's wrong, is the soup too cold?" Replies the waiter.
"Will you just taste the soup?!" "All right, I'll taste the soup," says
the waiter, "where's the spoon??" "Aha. Aha! ..."
At this point you may be asking yourself, "So what does this have to do with identifying a great candidate?"
Not less than two months ago I received a wonderful e-mail from an applicant
seeking to work for The Trademark Company. The e-mail was personally crafted.
The note struck a wonderful tone emphasizing capability and a willingness to
learn more about what we do here. Most importantly, the candidate emphasized
attention to detail. I was sold. I was ready to open up the resume and see what
they had to offer. And then, "Aha. Aha! ..."
The applicant had failed to attach a resume. In the blink of an eye, all of the
time spent preparing for this submission--researching me, the company, and the
job's requirements--vanished into thin air. Poof!
Some CEOs may have overlooked this and just asked for the resume. But you can't
say you have an eye for detail and then fail to deliver on the point.
Everything job candidates do, from cover letter to resume and beyond, must
prove that point. Otherwise they are just wasting your time. I passed on that
candidate.
2. Proofread
My contracts professor in law school told this one to the class one day.
Although he was an otherwise socially challenged individual, this story has
always stayed with me.
It seems that at some juncture he was involved in delivering a speech on some
topic that involved a "public option." He had written and prepared the
speech but had left the PowerPoint slide presentation to one of his assistants.
Well, as he began delivering his speech-a seemingly dry speech-he could not
understand why a wave of chuckles and murmurs would, from time to time, arise
from the audience. It was not until he neared the end of his presentation that
he glanced up at the screen projecting the bullet points of his speech behind
him. And right there, right in that moment, he understood with perfect clarity
why his speech had evoked the unexpected reaction from the crowd.
If you omit the letter "L" from the word "public," it won't be flagged by spell
check. It will, however, be picked up by anyone else reading the slides as you
deliver your speech on the "pubic option."
This could very well be you at your next sales presentation: pissed and
embarrassed because you overlooked your employee's failure to proofread his
resume during the hiring process. So, check the candidate's resume and cover
letter for misspellings that spell check might have missed. In so doing you
will make sure that you hire someone that's thorough and doesn't rely on spell
check to do their job.
3. Preparedness
One of the first things I always do after an interviewee leaves is to ask every
single person who came into contact with them what they thought. Why you might
ask? You never know what little windows into your prospective employee this may
provide.
Once I asked one of our receptionists what she thought of a particular
interviewee. I was very surprised to hear what she had to say. She said she
thought the interviewee was pleasant but did have some trouble when she first
arrived: It seems that the prospective employee had no idea who she was
interviewing with, so the receptionist had to call around the office for 10
minutes until she could figure out who to notify that their appointment had
arrived. I thought this displayed a lack of preparedness on the interviewee's part, especially as she was interviewing for a job that had primary scheduling responsibilities for me and would require her to know and keep track of all of our most important customers.
In another case, after a 45-minute interview the interviewee stood and said,
"Mark, thanks for the second interview." Big problem: My name is actually Matt.
Nevertheless, I shrugged it off--perhaps I had misheard the applicant, or maybe
he had simply had a momentary lapse. However, when I walked him to the door he
proudly reiterated my name, "Mark, again thanks. I look forward to hearing from
you." Every fiber in my being yearned to reply, "Well, if I meet this Mark
fellow, I'll be sure to have him call you." I did not. I also did not call him
back.
A candidate should know everything about you that they can find out and engage
you on a level that you will enjoy and that moves you one step closer to
offering them the job.
4. Phone and e-mail correspondence
Another thing that also gets overlooked is professionalism in e-mail and phone
communications. I pay attention to the candidate's e-mail address and how they
answer their personal phone.
Sure we all have private lives, but we all have to be professional in dealing
with employers--and, most importantly, prospective employers. So if a
candidate's e-mail address is "bigsexy@gmail.com" or
"hunkaburninlove@yahoo.com," think twice about hiring him. Gmail, Yahoo and
other companies have a great price point for new e-mail addresses: free.
There's no excuse for not having a professional-looking e-mail address.
For me, an interview starts when I call you to set up the interview. Recently I
called an applicant, and they must have been at a the reunion tour of Van
Halen--because when the candidate answered, all I could hear was "Ain't Talkin'
'Bout Love" blasting through my phone. I mean, it was so loud I could actually
see people in my office starting to bob their heads to the tunes.
After a few attempts shouting into the phone--"Is [Name Omitted] there?"--finally the music departed and I was able to hear once again. The heads stopped bobbing in my office and the
person on the other end said, "Speaking." Ahhhh. Well, I know they love music...and that they lack judgement.
5. Honesty is overrated
Yes, you want your potential employee to answer questions truthfully, but
answering too truthfully may also show a lack of judgment. For instance, I
often ask the hypothetical question, "If you were hired and six months
after you were hired another opportunity presented itself, would you go on an
interview for that opportunity?" You would be surprised at how many people
say they would. Wrong answer!
Let's take one of my more infamous examples. Once I was asking a prospective employee to explain an 18-month gap in his employment history. To this day I remember his response verbatim. It went like this: "Man, the whole work thing ... ya' know ... like, wow." I was left mouth agape and speechless. Needless to say: He did not get the job.
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