Panelists represented three different types of MV employers: non-profit Community School of Music and Arts, the oldest organization of the three (almost 40 years); Tellme Networks, a tech start-up with hundreds of employees; and Mercury Interactive, the host, with 26 worldwide offices and ~3000 employees. Catherine Tornbom, Interfuse Associates, facilitated the panel. The purpose of the panel was to explore the theory of "thin slices" as it relates to interviewing potential employees (Chapter 3, specifically pages 34-39). Here's an example of the lead-in discussion and a few questions: Gladwell suggests that we are not very objective about ourselves, which makes face-to-face conversations confusing and complicated sometimes, and that ultimately, irrelevant pieces of info can screw up our judgment. He also discusses that our first impressions are generated by our experiences and our environment, and that quick decision making invokes our prejudices and stereotypes. He gives two examples – the students preparing for an exam and the example of the orchestra struggling through discrimination issues when conducting auditions face to face. Going to blind auditions shifted the process considerably.
Q: In what ways does your interview process support a more solid and skilled interview?
Gladwell has an interesting example of how it is possible to tell more about the person by spending time in their living space. Assuming that this is not one of techniques that you are able to use,
Q: What are some of the techniques that you’ve found most useful to avoid getting your judgment confused?
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