Navigating Interviews with Academically and Experientially Senior Candidates: 7 Key Considerations for Interviewers

While interviewing a candidate who is both academically more qualified and older than you, it is essential to approach the interaction with a thoughtful mindset. This article outlines seven key considerations to keep in mind during the interview process to ensure a comprehensive and unbiased evaluation.

Understanding the Candidate's Fit

First and foremost, the ultimate goal is to determine whether the candidate fits the need for the role and team they are interviewing for. Qualifications and experience are important, but they must be balanced against the candidate's ability to handle tasks under pressure, clarify ambiguous duties, and communicate their thought process clearly. It is crucial to evaluate their problem-solving skills, resilience, and learning from past failures. These aspects are just as critical as traditional qualifications.

Maintaining Professionalism and Objectivity

It is imperative to keep personal biases and insecurities in check. Questions to ask yourself include:

Is my insecurity in check? What can I learn from this person? How can I benefit from their wisdom? Am I being judgmental? Are my personal biases in check? Am I treating the candidate consistently with how I want to be treated?

Avoid letting age, race, or other personal characteristics overshadow the candidate's merit. Be professional and focused on the qualifications and skills necessary for the position.

Structured and Comprehensive Interviews

To ensure a fair and structured interview process:

Prepare Questions: Have a list of relevant and insightful questions that align with the job requirements. Ensure all team members are familiar with the questions to maintain consistency. Expert Collaboration: Involve an expert in the field, such as a senior team member, to help with the interview. They can provide valuable insights and ensure the evaluation remains objective. Technical Evaluations: Conduct a technical or skills-based assessment to gauge the candidate's practical abilities. This can include coding tests, project demonstrations, or case studies. Behavioral Assessments: Use behavioral questions to assess the candidate's approach to problem-solving, teamwork, and handling stress. This provides insights into their soft skills.

Practical Examples and Case Studies

To illustrate the importance of preparation and thorough evaluation, consider the following scenario:

Example Scenario:

Imagine interviewing someone for a QA Manager position. As a software engineer, you have a set of questions prepared and a good understanding of industry best practices. The candidate impresses during the interview, answering all questions confidently and demonstrating a deep understanding of the subject matter.

Here are some steps you can take to ensure the interview process is effective:

Research Job Expectations: Understand the role's responsibilities and the skills required. This includes technical knowledge, project management, and communication. Prepare Questions: Use online resources to create a list of interview questions that cover the required competencies. Ensure you and your team are familiar with these questions. Observe and Document: Pay attention to how the candidate thinks and approaches problems. Take notes and discuss any concerns with your team. Post-Interview Assessment: Review the candidate's performance and discuss it with your team. Make a decision based on a comprehensive evaluation, not just initial impressions.

Strategies for Success

Consider the following strategies to approach such interviews effectively:

Stay Professional: Focus on the candidate's qualifications and skills, not personal characteristics. Learn from the Experience: View the interview as an opportunity to learn from a more experienced colleague. This can benefit your own career and skills. Set Realistic Expectations: Understand that even highly qualified candidates may not be a good fit for your team or workplace culture. It is better to find the right person rather than choosing a less qualified candidate for convenience.

By keeping these considerations in mind, you can conduct a fair, effective, and unbiased interview process that aligns with the needs of your organization. Remember, the ultimate goal is to find the best fit, not just someone who matches your current skill level.