Words
One way to identify the strongest candidates (and weed out the others) is by listening carefully to their choice of words.
Articulate candidates will, first of all, answer the questions you posed directly and succinctly, without wasting your time by going on unnecessary tangents.
Certain phrases suggest that the candidate is pro-active and motivated (e.g. “I negotiated a great deal with a supplier” or “I managed my team effectively”) while other words are flat and reveal a sleepier candidate (e.g. “I sort of got the work done” and “My last job was O.K., I guess.”). When in doubt, listen for the active voice (e.g. “I spearheaded…” and “I excelled…”) and be wary of passive phrases (e.g. “I was allowed to participate…”)
Since you are probably looking for passion in the employee (or at least something more than a pulse), ask yourself if the candidate’s word choice actually inspires passion in you – e.g. “I was thrilled to have the opportunity to organize a conference.”
If a younger candidate with little work experience speaks of “wanting to learn,” that’s great. However, more experienced candidates should, in addition to “wanting to learn,” also be able to show you what they actually know and what they have accomplished.
Excellent candidates often use key words that suggest they will be an asset to you – words such as “creative,” “innovative,” and “collaborative.” But in order not to ring hollow, these words must be followed by specific examples illustrating how the candidate actually exhibited these traits. Remember: words are cheap; experiences aren’t.
Some over-eager candidates may try to impress you by using so-called “S.A.T. words” (complicated, rarely used words found mainly in standardized tests and Scrabble dictionaries). Such people typically don’t even use the words correctly – which is a sign of both pretentiousness and ignorance (a bad combination). The better candidate is probably someone who uses simple, clear words effectively.
An applicant who uses the jargon of your industry may have his or her pulse on your industry (a good thing), but here again, listen for whether the jargon is backed up by specific examples revealing an understanding of your field. If not, the jargon may be just a sign of jargon for jargon’s sake, reflecting a lack of imagination and poor communication skills.
If you have listed the qualifications you are seeking in advance (e.g. someone “diligent” or “organized”), listen to whether the candidate uses those terms to describe himself or herself, which is a good sign.
Listen for candidates who litter their speech with unnecessary filler words, such as “you know” and “um.” After all, life is too short for someone who can’t put together a clear sentence.
Finally, do not underestimate (or disqualify) candidates with thick accents or less-than-perfect grammar. They may not speak the world’s greatest English, but they may have other abilities and experiences which are just what you need.
And that’s something worth talking about.
Ziggeo lets employers and others easily screen candidates by watching their videos before agreeing to meet. Candidates simply record short videos of themselves for employers’ own private viewing.
Ziggeo lets employers and others easily screen candidates by watching their videos before agreeing to meet. Candidates simply record short videos of themselves for employers’ own private viewing.