Interview Challenge: How Do You Spot a 'Talker' vs. a 'Doer' and Assess True Candidate Potential?

Since interviews are generally verbal in nature, how does one assess the real character and passion of a candidate? All of it seems like a grey area. This is because most candidates talk their way into a job and hardly stay true to their claims. Performance in an interview is not an indication of performance on the job, which is why it is difficult to analyze if the person can actually execute or not.

How to identify a 'talker' from a 'doer'

Someone who actually takes charge of the work as claimed during the interview process and does not run away from responsibilities. We have compiled a list of questions that defy the conventional questions asked during interviews, as answers to most of them are anyway rehearsed. These should help you understand whether the potential candidate will walk the talk or not!

Questions to assess a candidate's real worth

1. How will you identify problems and opportunities on the job?

New hires seek to identify problems that should be addressed in a new job. You can ask the candidate to walk you through some steps of the process that they have in mind, to overcome problems as well as work out new opportunities. This will help you assess the mindset of the person and how they approach anything in life.

2. Solve a problem you will face

Find out the actual capability of solving a problem of the candidate. Give them a piece of paper mentioning the problem along with a list of solutions. Figure out how they approach the problem that will be waiting for them on the first day of their job. Simply talking about problem-solving and actually applying one's strategic thinking in getting to the base of the issue will help you identify a talker from a doer.

To distinguish between a "talker" and a "doer" in an interview, it's crucial to go beyond standard questions and delve into scenarios that reveal a candidate's true character and passion. Here are practical steps to assess a candidate effectively:

1. Behavioral Questions: Pose situational questions that require candidates to describe past experiences where they demonstrated problem-solving skills or took initiative. This helps gauge their actual behavior in challenging situations.

2. Case Studies: Present candidates with real-world scenarios relevant to the job role and observe how they analyze the problem, propose solutions, and communicate their thought process. This practical exercise can differentiate between those who talk a good game and those who can deliver results.

3. Role-Playing: Engage candidates in role-playing exercises that simulate workplace challenges. This interactive approach provides insights into their decision-making process, communication style, and ability to handle pressure.

4. References and Background Checks: Validate candidates' claims by conducting thorough reference checks and verifying their work history. Insights from previous employers can offer valuable perspectives on a candidate's work ethic and performance.

By incorporating these strategies into your interview process, you can more effectively identify candidates who not only talk convincingly but also possess the drive and capability to translate their words into action.