One of the best things I learned while at Honeywell from 1981-1987, was a tool that I still use today when interviewing executive candidates.
Whenever starting an interview discussion, “set the table” with the candidate. That means to explain what you and the candidate need to accomplish over the hour long, introductory interview. My specific words go something like this:
“In the next hour, let’s accomplish three things: 1) let’s walk through your resume from a 30,000 foot level, 2) let’s discuss your motivation for the position, operating style, technical fit and any relocation issues and 3) let’s discuss the company and the position that you are applying for.”
By “setting the table” with the candidate, you are setting up structure for the interview. You are giving the candidate an opportunity to understand where the discussion is going. Since many interview situations can be go off track and flounder, this enables the candidate to understand that you will follow a process. The predictive nature of this tool also helps the candidate relax. You are helping them understand the “unknown.”
If you “set the table” with your candidate, the discussion will flow and you will have a better chance of understanding the real person sitting in front of you.
