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INTERVIEWING TIPS
By George W. Tucker, MS
 An interesting commentary to our ability to pick 'em through the interview procedure is the tremendous amount of effort that has gone into The PEAC SYSTEM®! But, in response to many
requests, here is a general idea on interviewing for you.
The problem, mentioned elsewhere in this NEWSPEAC© and others before it, is the difficulty in determining which is the facade, and which is the basic self. A high Extrovert or high Power person tends to be able to play many roles. With the quantity of "how to interview" publications
for job seekers, available in today's marketplace, too many come to us prepared to play a role.
Some, however, do not. Can we literally tell the difference? Not very well. I was six years into the game before I finally admitted that I couldn't pick them well, at all. I did, however, develop just
a few guidelines to give me a kind of 'clue.' Accurate? Not necessarily, but entertaining! Again, it goes back to the role they play. The longer, and more times you interview, the better chance you have of cutting through the facade!
If you ask an individual to tell you about him or herself, and then sit dead silent, you can get a vague estimate of the Extroversion quotient. Let them run down, and remain quiet. A high Extrovert has a hard time with silence. Sometimes.
A high Power will often turn it back onto you. "What is it you want to know?" Good sign. Accurate? Depends on the book they've been reading! Try interrupting a high Power. You get overridden! Good sign. A high Extrovert will often let you take control. Now, what happens when you have both high Power and high Extroversion? Very difficult to determine the amount of each,
because that is dependent on their interviewing education!
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One of the highest error factors is in interviewing a person with high Energy Reserve Level. As you might know, except at the extremes, high or low, this is not a
visible energy, but is called upon to CHANGE THE PROFILE as needed, or, in the workplace, handle crisis. Depending on its strength, it can be used to put up a great facade, only to revert to something alien to the business, right after the individual leaves the interview and gets outside your door. Multiple interviewing may
or may not make this show up. It certainly will if you have a PEAC SYSTEM® readout that
directs your second interview!
Knowing that an individual has a high Analysis, we can ask complicated, multi faceted questions and watch how quickly the candidate can process the information. We can toss them into an "acid test" situation, and see how well they give and take with strangers. Without the printout, we can
guess from our observation but have little hard fact.
As you can quickly see, there is little we can really do to give us a very accurate interview procedure. If we had these answers, turnover would be a great deal less, and production would be much, much higher!
AN ACID TEST WON'T HURT
Although not of the professional quality of our CASE Studies©, many of our clients add in one more step, just to see if investing any more money in a marginal candidate makes any sense. Simply having them conduct basic research calls, obtaining names and numbers, can tell you something about their work ethic, their confidence on the phone, and their presentation skills. I use a simple script, such as:
"I am a [arena] consultant and need some quick help... What is the name of your
[department] manager? Thank you... And,
just in case I miss [him], who reports directly to
[first name]?
Count attempts and names- GWT
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