It’s Not Just Candidates Dreading Interviews
“I’m scared of interviews.”
People only pity the job applicant in an interview, and never the person who does the interviewing. Did you know that interviews are just as terrifying for the interviewer as they for the job seeker. If you think about it, the interviewer doesn’t always know how best to assess the skills, talent, and personality of the person they’re interviewing. This can lead them to feel anxiety over interviewing a potential hire.
The Dreaded Interview
Speaking to a new person can make people nervous. Not knowing what to ask people can exacerbate this fear. For example, do you ask a set of questions alone, to assess talent? Do you just throw the candidate in front of a computer and give them only a test? Or do you combine the two? Although it’s really up to your own law firm’s preferences, you might want to try a little of each when a potential candidate swings by for an interview. Brain teasers as interview questions might not always serve a functional purpose, especially for your law firm. Keep open-ended questions objective, and easy to answer.
3 Great Interview Questions
- How would you rate X Skill on a scale from 1–10? [Gives you insight into confidence, level of skill, and accountability of tasks]
- If you were in a difficult situation at work, how would you handle it both project-wise and with colleagues? [Lets you understand the person’s communication, problem-solving, and conflict resolution methods]
- What do you see yourself doing within the first 30 days of this job? [You can figure out whether this person can hit the ground running, will take time to acclimatize themselves to the environment and job, or will need further training]
How to Embrace Interviews a Little More Comfortably
We kid you not, many recruiters admit that it can be nerve-racking to meet a prospective candidate. You’ll eventually overcome your fear of interviewing, and assessing individuals, but it can be intimidating the first few times. Remember, both of you need each other (not the mushy stuff, please) to improve your company. The candidate needs a job, and you require a resource who offers the right talent and skills.
Understand that you’re both working towards a goal: eventually hiring the person, and building a long-lasting working relationship with them. They’re probably nervous about the interview, and want to get it over and done with. Steer away from hard and fast rules, maybe even ditching a written “process” that you have. Set out to understand the person in for an interview, and ask questions that flow naturally and are useful for your law practice. Keep everything easy, and don’t prolong the interview beyond 30 minutes, unless it involves a test.
P.S. keep the room cool, so that nerves stay cool too [proven fact].