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Leaders Letter Newsletter

Leaders Letter 31 – Interview Training & Practise

11/01/2021

Dear Leaders,

Today I am writing to you to help you think a little differently about personal development and team development.

We will see a reduced amount of hiring for most businesses, we will see the number of jobs available reduce by around ~50%, the first order is less staff turnover, this provides a great opportunity to improve company culture, especially with your teams to get to work better and ideally more effectively together.
Remember experts suggest it takes six months of no change (no new staff or staff leaving) for a team with training to be able to operate at the highest level.

The second order is how this will impact your team and personal development of your teams. Less interviewing means less development, less gained experience, less finding out what you and your staff are worth.

Netflix is huge advocates of understanding your value and knowing the market rates (Read The Netflix Company Culture newsletter for full info). Netflix even encourages staff to take interviews, which many companies have a fear of but the way Netflix is set up is to embrace this and allow their teams to know they are paid at the top of the market as they are the top of the market.

This process is likely not happening within your business, your teams will be stuck in their way of doing things and will struggle to ask great questions when hiring is back on the agenda.

Recommendation:
I strongly recommend you and your best-interviewing staff alongside HR, arrange internal interviews, build out on a selection of questions, share and co-develop a selection of tasks and presentation to interview each other on and run dummy runs.

Some of the best organisations I have worked in or programmes I have created is around creating great interview questions, creating exciting and challenging tasks and personalising interview question and techniques to improve your departments.

This week start putting together a training guide for interviewing. Ensure you add interview training into everyone’s personal development plan and help people of all experience levels to improve their experience and their interviewing techniques. Some of the worst interviewers are the most senior staff, keep this in mind when setting up these activities.

Something to always keep in mind, you might be an attractive brand to work for, you might be well known but your interview processes is what will convert someone who is interviewing at many companies to someone who will want to work for you and your organisation.

Have a good week and let me know if you have any brilliant interview challenges, questions or tasks.

Thanks,

Danny Denhard

PS, my favourite interview question ever asked is what pizza toppings are you and why? Remember bland can be good or bad, you will understand how you got on instantly with your answer and the social cues received even virtually, so keep alert to these.

Recommended Reading: Ten ways to improve your remote management skills.

2 replies on “Leaders Letter 31 – Interview Training & Practise”

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