Beyond the Résumé: Uncovering True Talent in Rural Community College Interviews

Before interviewing, take time to identify the talents you need in the role.

When it comes to hiring, many of us fall back on traditional interview methods. We ask a series of questions, listen to the answers, and try to get a feel for the candidate. But what if there's a more effective way to identify the right talent for your team, one that goes beyond surface-level impressions and minimizes bias?

My own experience interviewing at Gallup completely transformed my perspective on this. It highlighted the crucial difference between merely asking questions and strategically designing an interview process to reveal the specific talents you truly need.

My "Ten-Minute" Interview at Gallup

Years ago, when I interviewed with Gallup, I braced myself for an exhaustive in-person interview after two extensive phone conversations. I'd already completed a 30-minute phone screen and a 90-minute phone interview. So, you can imagine my surprise when the in-person meeting amounted to a grand total of ten minutes, followed by a quick office tour!

What was going on? Gallup employs a highly structured interview process. The questions I answered over the phone weren't random; they were meticulously designed and then compared to the traits of their top-performing managers. If my innate talents aligned with theirs, I was considered a fit. The brief in-person meeting wasn't about asking more questions; it was simply to assess whether I was someone they felt they could work with on a personal level.

This experience was a huge eye-opener. It made me realize how much of our traditional interviewing can be "theater"—heavily influenced by unconscious biases. It powerfully reinforced the critical importance of, before a search even begins, thinking deeply about the specific characteristics and talents you need for a role, and then structuring your interview process to objectively identify them.

Shifting Your Interview Mindset

Instead of simply looking for someone who can do the job, start by asking: What are the essential strengths and qualities this person needs to truly excel in this specific role?

For example, a role in Registration or Financial Aid likely requires someone who thrives on processes and possesses an exceptional eye for detail. In contrast, an Outreach or Student Engagement position demands flexibility, a knack for connecting with people, and an eagerness to engage with students and the community.

By taking the time to define these core talents upfront, you create a blueprint for success. This isn't just about finding someone with the right skills; it's about finding someone with the right aptitudes and dispositions that will allow them to flourish in the role and contribute meaningfully to your team.

How do you currently identify the talents you need in a new hire?