- Expertise
- Long-term Goals
- Short-term Goals
- Extra-curricular activities
- Interests
Give them problems to solve. Have them solve them during the interview - just like in a real interview. Pose problems both from actual issues from within the company, but also normal (and advanced) interview questions simply to make them remember the "theory" of the job (like design patterns, algorithms, etc.) that they may shortcut around during the normal work day.
Have other employees conduct the interviews. Preparing for the interviews breaks the tedium of the workday. It reminds them of the core values that the team is looking for. It also has employees who may not know a lot about each other learn more about them.
Plus, by performing these interviews, you train the team to be able to interview NEW candidates from outside. Many teams are not skilled in the interview process, from either side of the desk, and this activity will benefit everyone.
- Increased collaboration
- Better knowledge of coworkers
- Improved interviewing skills (interviewer and interviewee)
- Reminds everyone what you are looking for
- Refreshes skills
My company encourages people to learn what they do well and what they don't and work on both.
As a manager, I am interested not only in producing the most I can from my team, but developing them so that when (not if, but when) they choose to move on to another team or another company, they are prepared. By being open with them about my intentions, I earn the trust and they are more likely to stay with me, and be more competent as a result.
So, I agree - interviewing is not a fun experience. Wouldn't you like it if your leadership team actually encouraged you to get better at it?
The experience gained during interviews is incredible - being able to think on your feet, tackle problems outside of your current scope of work, speak clearly, etc. - are applicable not only in interviews but in any meeting in which you nee to get your point across. By working with my team to develop these skills, I make them better employees and people all around.
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This is an interesting idea, and I can clearly see the advantages from the manager's point of view. Wondering if the interviewee sees it the same way. I mean, given that job interviews rank right up there with trips to the dentist and buying used cars in the list of activities that normal people dread, what's the incentive for an employee to take the time to do this. Unless, of course, it's mandatory, in which case it seems like a variation on the performance review.
Jason, I'd be interested in hearing whether you've done this or seen this done at organizations?
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