Avoiding Kamikazie Interviews
Avoiding kamikaze interviews — Darrell Gurney, Phoenix Career Group
Dear Debbie: I’ve gotten used to being quizzed by a group of people in a panel format. But there is a new and edgy twist. At a management interview for a large food service company, the other two candidates were there at the same time. Bizarre! It felt like a game show. Imagine being asked, “Candidate No. 2: If you got a call about an asbestos spill in our facility, what would you do?” In a free-for-all style, each candidate had to answer each question. Anyone could start talking first! We were told this inclusive interviewing technique is standard for their management-level positions. New trend?
I suppose they want to see how you handle stress. After hearing someone else’s answer, do you steal it, improve on it, belittle the other guy, state you would never do that or stick with what you normally would answer? Any strategies? – K.A.
I asked five topflight recruiting authorities about this elbows-out method of interviewing.
JOHN LUCHT: “This is a demolition derby. The confidentiality that a candidate is entitled to during an interview is blown away. In a three-person field, two people lose big, and they may talk in industry circles. An awful idea. Don’t participate.”
Lucht is the author of the world’s best-selling book on executive job changing and career management, just revised with a slight title change, “Rites of Passage at $100,000 to $1 Million +.”
MARK MEHLER: “I have never seen this done, pitting one candidate against another. Would not do it.”
Mehler is co-author of a recruiting bible, “CareerXroads: The Directory to Job, Resume and Career Management Sites on the Web.”
GERRY CRISPIN: “This unprofessional interview model is a very unusual format and will not become a trend any time soon. Tactically, I would try to answer the first question first and the last question last. Strategically, this is the same as any other interview – try to act normal, whatever that means.”
Crispin, who consults with leading employers nationwide, also co-authors “CareerXroads.”
KEN GAFFEY: “Stop a bad interview. Express your concerns and, if the company doesn’t comply with your requests, leave. To have multiple interviewers and interviewees competing for attention like animals begging to be fed is pointless, purposeless and, to my way of thinking, shows a deep-seated lack of respect for people. If, on their best behavior, the company appears to be insensitive during an interview, wait until you actually work for them. Pass – better yet, run.”
Staffing consultant Gaffey is a columnist for the Electronic Recruiting Exchange.
MICHAEL R. FORREST: “I once went through a similar experience. Four candidates for a chief-executive-officer position were invited by the board to a cocktail reception where we were introduced to each other. After I got over my shock I quickly realized this was a great and unique opportunity to judge the candidates’ poise in a spontaneous and awkward situation, to see how they handled stress, confrontation and competition; and to see whether the candidates might look for merit and opportunity in the others’ comments and ideas. I got the job, but if I hadn’t been ambushed, I’m not sure I’d have participated, especially if I were concerned with privacy.”
Forrest is CEO of a leading job board, JobOptions.com.
E-mail your thoughts and career questions to Debbie Ellis, President, Phoenix Career Group (debbie@phoenixcareergroup.com)
