When interviewing job candidates, use what I call ‘The Reverse Sell.’
It involves being in a position of power throughout the interview and getting the candidate to sell themselves on the company and also on their skills in handling the job. When the interview is over, if the candidate is more excited than ever and really knows they can do the job and that you’ve raked them over the coals and might not offer them, then you’ve done your job.
Ensure any fears the candidate has are addressed during the interview. Don’t handle them as they come up – instead, jot down their concerns or fears until later in the interview for just the right moment. This ensures you will handle them so the candidate isn’t worried about them and sees a few reasons within your system to minimize them. “So, about an hour ago you asked about…”
Reverse selling occurs by emphasizing how hard a position will be and getting the candidate to sell you on why he or she is right for the job.
In addition, ‘reverse selling’ also occurs by stating the concerns you might have about a candidate’s weaknesses. For example, you might say, “It appears your computer skills are very poor and will hurt you. Can you address that with me?”
And all of your questions should be asked by the end of the interview. Leave no stone unturned.
Regardless of what department you’re hiring for, if someone can’t passionately sell themselves to you on why they’re what you’re looking for, walk away. You’re doing them a disservice if you hire them.
By the way, this works in franchising too – don’t sell franchises, award them to qualified candidates who really sell you on their skills.
