Don’t Interview… “Innerview”

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see url follow Here’s some exciting news: our employees are not engaged. Really? That’s news? Most new studies show the same old drivel, so who needs more studies about employee engagement? Results like these surprise us as much as a study announcing that doughnuts are bad for you. (They ARE?!) So IS there anything new about the state of employee engagement? Not much. And even if there were, what could possibly be done to fix it? Well, I don’t like the following expression, but it works really well in this context: “You can’t fix ugly.”

I know I know, you’ve seen plenty of articles and postulations about how to “fix” employee engagement. Still, you can’t fix ugly. But employee engagement isn’t something you fix, it’s something you cultivate. And the best place to start is at the very beginning: during the interview process.

Sadly, our corporate culture has taught us to use a detached approach when we interview. Sift through resumes.  Review qualifications, then search for dis-qualifications. The few who make it through these steps get a second interview and so on until the process is complete. The genesis of disengagement is when we actively look for problems, issues, anything to filter people out. In the end, whoever’s left gets the job. Sadly, this is how it goes.

But if employee engagement is going to start at the interview, how can we set it in motion? Start with a change of perspective… one that changes both mentally and physically. Here’s how to get started:


Don’t do interviews, do “innerviews.”

The typical process of interviewing is a process of filtering. But I say, don’t interview — innerview. Stop forcing people to jump through hoops. Innerviewing looks for doors that might open. Innerviewing looks for connections between the individual and the organization. It is inquisitive rather than didactic. It is interested rather than disconnected. It is interactive, not distant. Intuitive, not dogmatic.

Innerviewing doesn’t filter, it seeks connection.


Your attitude during an interview is displayed in more than verbal communication alone. Body language speaks volumes. Here are some ways you can communicate your interest in seeking connection:

  • Lean forward, not back
  • Keep your hands and arms open, not locked together
  • Use open space, don’t separate each other with a desk or conference room table

The seeds of engagement take root in an initial exercise in collaboration. This sets the stage for future relationship.

Из чего состоит мефедрон Employee engagement stops with a “What can you do for us?” attitude. It starts with a “What could we do together?” mindset.

Seek prospects who become animated when you talk about possibilities. Eyes widen. Speech speeds up. Hands and arms move with the conversation. This is what engagement looks like, and it happens when both of you discover the places in which his or her interests intersect with the needs of the organization.

You can’t fix employee engagement, but you can cultivate it. One way to start is in the innerview process.

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One Response to Don’t Interview… “Innerview”

  1. Jeffrey Tobin says:

    Thank you for your thoughtful post, Greg. I know that HR folks have trouble with this idea because of rules regarding both consistency in interviewing processes and getting too “personal.” I explain that while some consider it to be a grey area, the burden is on their shoulders to solve both issues. We leave way too much talent outside of the interview rooms when people apply to a limited number of job responsibilities. People have much more to offer organizations, and the need to discover a broader range of their gifts – especially these days – is critical.

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