There is a lot of chatter these days about innovative ways to find employees.  For instance, we can point to the use of algorithms to do initial candidate reviews (i.e., Unilever, Goldman Sachs, Wal-Mart), sometimes “automating” assessments of younger job candidates down to the very last interview.

This is serious stuff that will catch on fast. Why?

1. • Since algorithms are (supposedly) gender and minority blind, they may help eliminate the impact of unconscious bias in the interview process.
   • Algorithms are efficient.  Employers can save on the cost of recruitment (for initial in-person interviews, as an example) and still source excellent candidates and eventual hires in a timely manner.
   • Outcomes have been proven to be more beneficial for both the employer and the employee.

All of this is great.  Very cool.  But to gain that special role or make it to that great school a conversation is required…..and that conversation holds even more weight.  Think about it.  The candidates have been systematically narrowed to a final few.  What will distinguish one from the next?

This is where the candidate’s verbal (i.e., words, diction, gravitas) and non-verbal (i.e., body language, posture, confidence) presence will tip the scales.

Let me share a great, albeit anecdotal, example from a past student of my Interview Coaching program who was applying for a position at a university. Although the school is not yet using algorithms to narrow down applicants, the process is essentially the same.

This young man was going through a college transfer process as a sophomore, and went to the Admissions Day at a highly-desired school.  The Admissions Officers review the students’ transcripts and resumes in detail prior to speaking to any of the potential transfers. If that student looks like a good fit on paper, they will be asked to come in for an interview.

In the case of this student, an invitation did indeed come through, and he scored a face-to-face meeting with the Admissions Director.

At the end of that meeting the Director admitted (I’m paraphrasing a bit), “We were really on the fence about bringing you through to this next step, based on your documentation alone.  But after meeting and speaking to you, we will definitely be offering you a spot at our University.”

His excellent personal presentation and interview skills won him that spot.  So—

GOOD COMMUNICATION DOES MATTER!

Since TNT Communication Training focuses on how to make a great first impression, our students will be prepared whether they have a traditional high school or college interview, or are participating in what is becoming an increasingly impersonal candidate assessment and hiring process.