Among the many interesting interviewing techniques there are a few I have discovered which are like a good puzzle. Over time, I have come to use some of them on myself to energize or just to get my feet back on the ground. Working in various teams you have probably met different professionals from various cultures and backgrounds, and it is always important to remember that social factors play an enormous role in how we behave, but the mixture between three components is most likely to give you an understanding about the idiosyncrasies of a person.
What you see on the diagram is not an interviewing technique on its own, but a reminder of how you can group your observations:
This is called the triangle of mental health, and I found it while learning from K. de Vries about teams and organizations. It can seem a little off-topic for recruitment at first, but if you think about it, it gives you easy access to your notes and remarks about a hiring manager or applicant.
All the information you get over time or just a single conversation you can organize according to the given categories. You are free to research and go deeper into any of the terms – especially affect or cognition.
The differentiation between the intake of information from a person’s surroundings, and the following results, and the various triggers and augmentations of our manifested behavior allows us to trace back the decision for a job change to a single tipping point, or a binding of factors. It’s a rather off-scene interviewing technique which requires some time at first, but after a while can become intrinsic to your style of conversing.
As mentioned above I use a similar guide to myself when I want to get insight into a particular situation. What this interviewing technique achieves when applied introspectively, is to give stability of your end of the conversation. During tense work periods recruiters can be under a lot of stress – due to deadlines or due to the sheer amounts of people they have to talk to. Interviewing techniques and various styles can change and it is important to be focused, so it is also possible to use this interviewing technique to assess your personal observations and still use a different conversational style on the phone.
To put this into perspective, an applicant can be under strong personal affect, but if your offer is not perceived as a good next step, then the behavioral outcome might not be so straightforward. There are ways to compensate for this by emphasizing and amplifying the affect-triggers. Have you ever went on a limb for a candidate – were you trying to amplify the person’s emotional state, or were you driven by your own feelings?