Role play: Identifica los niveles de escucha

What is expected in a business manager interview?

Job interviews are not just an exchange of questions and answers; they are complex assessments that unravel a candidate's competencies, character and suitability for a specific role. In this context, an aspiring business manager is evaluated not only by what he or she says, but also by how he or she says it, how it impacts the recruiter, and what he or she communicates without words.

What are the four levels of listening to consider?

Analyzing an interview from the recruiter's perspective involves looking at the four levels of listening. These levels focus not only on the verbal and visible information, but also on what is hidden between the lines.

1. Level one: Content. The focus is on what the candidate says. In Juan's case, he shared his interest in the company's values and its quantitative achievements, such as the 60% increase in sales.

2. Level two: The way of saying. Non-verbal communication, such as gestures, tone and volume of voice, is evaluated here. A participative and democratic style was key in Juan's statement.

3. Level three: The impact on the interviewer. The recruiter analyzes how the candidate's responses affect his or her own perception. Perceived resilience in the face of stress can have a positive influence.

4. Level four: The unspoken. Nonverbal cues and subtext are evaluated. The candidate conveyed humor and confidence that may signal leadership and adaptation.

How to address successes and failures in an interview?

During the interview, candidates are asked to share their accomplishments and failures. This critical aspect not only reveals the individual's past, but also projects their ability to learn and continuously improve.

• Accomplishments: Juan mentioned increasing sales by 60% and fostering an environment of trust. This evidences not only personal success but positive impact on his team.

• Failures: Accepting a failed negotiation in China and mentioning a personal divorce can reveal vulnerability and honesty. However, it is essential to learn from these and show evolution.

How does leadership style influence the selection process?

Leadership style can be a decisive factor in evaluating a candidate for management roles. Participative and democratic leadership, such as Juan's, is attractive because:

• Encourages inclusion and collective decision-making: implies that the work environment is collaborative and every contribution is valued.
• It recognizes and celebrates achievements: This motivates teams and creates a sense of belonging.
• Facilitates the team's work: A leader who facilitates the process rather than dictatorially directs it can drive cooperation and innovation.

How do you manage situations of conflict or stress?

The ability to handle stress is crucial in executive positions. Juan perceives it as an opportunity and challenge, which indicates a positive and resilient mindset. For recruiters, this represents:

• Potential to manage situations under pressure: It indicates that the candidate does not crumble in the face of challenges.
• Adaptability: Experience in different positions reflects flexibility and ability to adjust to new demands.

How to project a future in the company?

Visualizing a future in the company not only shows ambition, but also long-term commitment. When Juan projects himself as "the excellent general," albeit in a humorous way, he is showing:

• Confidence in his abilities: Reflects self-assurance in his potential for growth within the organization.
• Interest in personal and professional development: This vision may align with the company's long-term goals.

Reflecting on the interview: What can we improve?

That critical skill requires analysis of every aspect of the interview. As a recruiter, you might check:

• Deepening the subtext: Assessing beyond the answers given to understand contexts and motivations.
• Balance between humor and professionalism: Appreciate John's tone of humor, but assess how this is balanced with professionalism.
• Assessment of self-criticism: Note the candidate's willingness to accept failures and learn from them to predict his or her ability to continuously improve.

By analyzing these conversations with multidimensional perspective, a more enriched understanding of the candidate's capabilities and suitability for the role is gained. Self-assessment and feedback can be essential to fine-tune the selection process and ensure a perfect fit between the company and its future leaders.