My process for a non-traditional interview

My interviews are not always traditional. I’m often hiring talent for B2B tech customer strategy/revops orgs. The talent I need acts with high initiative, creativity, and makes good decisions.

You can identify these people using behavioral-based interview methods. “Tell me about a time when…” style prompts. My issue is that these questions are often testing for prep and not for talent… unless you need someone talented at prepping for interviews.

Principle: Human behavior is paradoxical except when it comes to interview prep. Therefore, as the interviewer, be the paradox.

To get around the prep, I use a non-traditional interview format. I start off by setting ground rules.

1. I promise to let you know my thoughts on moving forward at the end of the call.
2. I promise you will walk away believing I made every effort to develop an accurate understanding of your work and capabilities.
3. I promise you will extract value from this interview that you can use outside of a job search.

Already, I’m making promises and claims that many hiring managers don’t make. Candidates consistently demonstrate appreciation.

Next, I ask about them. I ask about their interests. I ask about what they’re reading, writing, listening to, watching. If a candidate is really into billiards, I may ask how they would change the game to make it more exciting. If someone is into food, I might ask why avocado toast is expensive given the ingredients are quite simple. Anything! I simply want to learn about the person.

At this point in the interview, the candidate is relaxed. They are happy to be talking about themselves. They appreciate the interesting questions and the opportunity to think and be creative — Note: I need that kind of talent.

I then dive into questions about work. I might ask what did executives get right/wrong at their last/current employer about the product’s direction. I share a business problem and I ask if we’re missing anything in our problem statement. I even ask for their suggestions.

All of this takes 30-45 minutes. Candidates consistently express how much they enjoy the experience. They demonstrate visible excitement to join the team. They are often happily willing to engage in more interviews.

When things have gone wrong, it’s been because the talent wasn’t a great listener and not a great fit. I argue that my process more quickly filtered out the talent I didn’t need.