Authenticity has become a common — and sometimes confusing — buzzword throughout the last decade. A leader of a business might say authenticity is being real and transparent, and encouraging employees to be the same. Social media influencers believe it’s showing your true colors through filtered photos and clever hashtags. But what exactly is authenticity? And does it really matter?
Theoretically, being authentic should be easy. After all, at its core, it just means being yourself.
But… have you ever gone through an entire interview process, made an offer, welcomed a new hire, and then found out that the person you actually hired bears little resemblance to the person you thought you’d hired?
It happens. The candidate was not being authentic. He or she was masquerading as what they thought you wanted rather than showing their real selves – answering questions the way they’d been coached to answer rather than providing authentic answers. Candidates can find themselves in this story, too. We’ve heard too many stories of interviews that went great, offers accepted, and then their new boss turned out to be not what was expected. That happens too.
It’s because being authentic in the workplace is a bit more complicated.
Career coach Kathy Caprino says that we all want authenticity, but we’re afraid of it. We run from being in the presence of real, brave, uncensored truths. And yet, she says, “Becoming more authentic is the fastest way to finding the truth in what you believe and value.”
If you want to find the best candidates, have the one you want accept your offer, and have him or her become valued long-term employees, authenticity is the key.
Authentic conversations
As a hiring manager, you want to provide some glimpses into your real self during interviews. Are you a fun person? Tell a fun story. Love to read? Throw in a comment about a book you recently finished. See how the candidate in front of you responds. If you get a wooden face and little response, you’ may have a valuable clue about whether this candidate will fit well within your team. But keep trying – you may have a candidate with a severe case of nerves who needs a few more minutes to become comfortable. Always remember that, for candidates, meeting with you – the person who could hold the fate of their career in your hands – can be nerve-wracking, and sometimes it takes a little extra work on your part to see the real person sitting in front of you.
How can you mix up your interview questions to get more authentic answers? Think about questions that will reveal more about the actual person in front of you, like “how do you handle conflict?” and “what’s the toughest feedback you’ve ever been given?”. Mix in some questions about life in general versus professional life; perhaps ask about the most rewarding thing they’ve ever done, or the one thing in their life that stands out as being a turning point. You’ll learn a lot about that candidate’s authentic self by listening carefully to those answers.
You’ll also want to show your own authentic self. Does the answer to a question remind you of something that happened to you? Share it. See how the candidate responds. A truly great interview is one where you learn everything you can about the candidate AND the candidate learns about you as well.
If your candidate has been sent to you by a good recruiter, he or she will know to ask questions that encourage authentic answers like: How is conflict resolved? How is feedback given? How is success celebrated? Can you walk me through your typical work day? These questions offer a window into your organization’s culture and values. The top candidates you’ll interview – the ones you want to hire – are going to want to know that there’s a culture and values fit as well as a work fit. Authenticity is the key.
An authentic “first date”
A comedian once joked that a first date is when you dress up in clothes you wouldn’t normally wear to meet someone you don’t know and pretend to be someone you’re not so you can figure out if there’s the potential for a longer-term relationship. And we’ve all heard stories about “the minute we got married, he/she changed into someone I didn’t know,” right? The hiring process can uncomfortably mirror the dating/relationship process. People can masquerade as something they’re not because they really want the job, and they can change the minute they walk in for their first day – or gradually over the first weeks. That’s why it’s SO important to be our real selves when hiring, and to encourage the candidates we interview to be their real selves as well. It’s up to you, as the hiring manager, to create an environment where being authentic during the interview is perfectly okay.
When you’re working with a good recruiter, think of that person as your partner, and be absolutely authentic with him or her also. When your recruiting partner understands you, the organization’s culture and values, and the position for which you’re hiring (in that order of importance), you’ll see candidates who are more likely to be a fit. And wouldn’t you rather meet with fewer, more qualified candidates to find your perfect match? Authenticity is the key.
And not just in hiring. Caprino says, “Start sharing more of the real you with the world, and you’ll find that you’ll become strong enough to deal with the consequences and lead a happier life.”