Few weeks back, I interviewed a candidate. I asked him to narrate a situation where he faced a major failure. He shared an experience, but in a way that only accentuated his strengths. His response reminded me of the interviewing skills training that I went through in my early career: “make sure your weaknesses also come across as a strength”.
The candidate was not genuine; I don’t blame him… he wanted the job.
Honestly, both the candidates and the organization tend to wear a mask during interviews – presenting the very best version of themselves, tucking away the challenges to be encountered later! Or, hoping they will never surface.
Can both the organization and candidates drop the mask and interact in an authentic manner?
Let’s begin with the organization.
- While sharing all the good things, can we also speak about the challenges, potential difficulties / threats in the industry, function, or role? I remember sharing an honest picture of the role with a candidate. I really liked her and wanted her to join, but given her context, I thought it’s only fair to give her the full picture. It worked out very well in the long run for everyone involved.
Similarly, candidates can be authentic by speaking honestly about their beliefs, their work, the support needed, and their challenges.
Are there risks? Of course, there are:
- An organization may mis-assess and not hire a right candidate
- Or a candidate might decide not to join an organization, even though it’s a good fit
I believe the benefits of authenticity greatly outweigh the risks.
- Candidate will make a conscious choice, fully knowing what he / she is getting into
- Organization would have set the right expectations, thus making it easier for the candidate to settle in
- And hopefully a fruitful engagement for a longer period
How do you interview in an authentic manner? Would love to hear your thoughts.
Perspectives 