Great Communicator

1. When you go to greet the candidate, indicate that you are finishing up something. Ask them if it’s okay that they wait nearby for about 10 to 15 minutes. Leave them in an area where they are proximate to one or two employees who are “clued-in.”

Look for: A candidate who readily engages in conversation and relationship-building with the nearby clued-in employee. They should show a readiness and some real enthusiasm for doing this—it’s what we expect them to do when they meet a new customer-prospect.

2. If the candidate was interviewed previously by someone else, ask the candidate to tell you about the person that interviewed her.

Look for: A candidate who can quickly and accurately portray some key characteristics of the company person that previously talked with them. Were they actually listening, and did they really “read” this person, or did they miss the boat?

3. Generally, during the interview:

Look for: A candidate who makes you feel comfortable, who finds common areas of interest, and who shows an interest in you, the position, or the company.

4. At some point toward the middle or end of your interview session, ask the candidate to describe something that you previously described to them (e.g., the goals expected of them, or the activities they’d conduct).

Look for: A candidate who exhibits strong recall and who obviously has listened carefully to what you’ve said.

5. Generally, during the interview:

Look for: A candidate to use body language, clarifying questions, and follow-up comments that indicate a natural ability for listening. They shouldn’t interrupt repeatedly or try to finish your sentences for you.