This document discusses the differences between a flawed interview process focused on evaluation and pressure versus an ideal process focused on exchange of information and enjoyment. It notes that an evaluative process with difficult questions and no feedback causes resistance and decreases confidence through fear of not being accepted. In contrast, having clear goals, transparency, and equal control and interest in the conversation between interviewer and candidate can transform the interaction from a stressful evaluation to a more positive experience focused on opportunity and awareness.

1. Failed Interview, or Happy Halloween October 2009

2. Interview – what for? Exchange (information) Evaluate (knowledge) Attract (the candidate) Enjoy (flawless process)

3. Problem: Two monologues vs. a dialogue

4. Fearful vs. Flawless

5. Pressure vs. Exchange Faster, faster, think, think! Exam (the questions are difficult) No time for warm up No feedback Labeling Personality evaluation Non-relevant questions

6. Pressure often results in FREEZE

7. PersonalityEvaluation vs. Knowledge Evaluation Invites RESISTANCE Decreases SELF-CONFIDENCE Results in FEAR OF NOT BEING ACCEPTED Deprives of MEANING Results in NATURAL ABILITIES THREAT VS. INNER FOCUS

8. Light vs. Dark Clear goals and perspectives Known Key Performance Indicators Satisfaction Responsibility Lost goals, uncertain perspective Lost priorities Doubts, Fear, Limitations No commitments

9. TO DO TOOL: Observe vs. Evaluate (T. Gallwey) Trust (your and your partner’s) Respect (↑↓↔) Control (Who controls the communication) Time (t of talking vs. t of listening) Transparency (Needs, values, obstacles) Pressure (both sides towards choice) Motivation Level of interest (↑↓↔)

10. Outcome: Reaction transformation Stress Interest Avoid Attract Void Source for opportunity Manipulation Awareness of change

11. Thank youfor your time.