“Stacey Reece Tells How Interviewers Can Become More Competent”. cover art

“Stacey Reece Tells How Interviewers Can Become More Competent”.

“Stacey Reece Tells How Interviewers Can Become More Competent”.

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 Hi there and welcome to the Biz Communication Show. I’m your host, Bill Lampton, the Biz Communication Guy, bringing you tips and strategies that will boost your business. And those tips and strategies are not from me alone. They are instead from a lively and highly informative conversation I have with a business communication expert. And today coming to us from Gainesville, Georgia, my home base, my office base, Stacey Reece. He’s a former franchise owner of Sphereon Staffing and Recruiting located in Gainesville, Georgia. Sphereon has served Northeast Georgia since 1997. Reece said he strived during his 28 year tenure as market owner to provide the job seeker with the best interview experience possible through providing individual resume design, pre-interview coaching and post-interview follow up. Prior to opening Sphereon, Stacey Reece was a vice president with First National Bank of Gainesville for over 13 years. During his banking tenure, Reece held several positions, including branch manager as well as consumer division project manager. As division project manager, Reece was charged with creating cost cutting initiatives while improving the customer experience. Stacey Reece received his BBA in 1987 from the University of North Georgia. And in 1992, he graduated from the UGA Georgia Banking School. Reece has served on numerous community boards and civic organizations during the past three decades. Most notably, Stacey Reece is a former member of the Georgia House of Representatives, having served from 2002 to 2007. He had a leadership role that allowed him the privilege to cast votes in 32 standing committees. Stacey Reece continues to remain active in Georgia politics, doing grassroots advocacy for community organizations. Reece and his wife, Dr. Mandy Reece, reside in Gainesville, Georgia. They have two adult children and two grandchildren. So I know that you’ll join me in welcoming Stacey Reece. Hello, Stacey. Hello, Bill. How are you today? I’m absolutely delighted to have another conversation with you. I’ve followed your career, as you know, for three decades. And in addition to that, I’m fortunate to have a friendship with you and your wife, Mandy. So it’s could we call it old home week? Absolutely. Absolutely. And thank you for asking me to come back. I was looking at my notes and realized we were together in 2018. And I’m like, wow, how does time fly? Yes, time does fly for sure. One thing that all of us know is that when we’re talking about job interviewing, there’s been a lot of attention given to the job candidate, what the job candidate should do, how they should dress, how they should sit, how they should walk, how should they talk. And yet you’re in a position to give us some information about the job interviewer. And I see a vast gap there. I know that we need that information. Why, for example, would you say to start with is the job interviewer overlooked or neglected or not talked about? I think, Bill, it goes back many, many decades. It goes back to where when someone was applying for a job, it was viewed that they had a need. That need was they needed a job. So the interviewer didn’t really have to sell themselves to the person that they wereinterviewing. So they could just, in most any case, just do whatever they wanted to do during the interview. But about 10 years ago, that started to change. People started to have options, and if you were fortunate enough as an interviewer to have someone apply for a role that you had open, you needed to be able to impress them as well. Okay. These interviews, unless they are online, which many are, but let’s talk about the interviews that are live and in person, and that has become more the norm since COVID is no longer putting us in isolation. One of the first keys that an interviewer needs to think about and have good tips and strategies about is the setting itself, because we all know that places talk, places give messages just as well as people do. What advice will you give interviewers about the setting so that it will be, let’s say, for example, welcoming and not threatening? What advice do you give along those lines? So we always attempted to create what I call a very comfortable, neutral environment to conduct interviews in. Usually it was done in a conference room. The conference room was well lit. The furniture was modern, and we would always have at least water sitting around that we could offer the candidate that we were interviewing. I like that because then you’re not interviewing from your personal office. And I was taught many years ago in sales classes that when you got the privilege to enter someone’s office to maybe present your services, that you should start reading the room immediately and learning as much as you can about that person. So I always preferred to be in a neutral environment, and that’s why I refer to it, Bill, as a neutral environment. Before that candidate learns about ...
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