You have to start with the familiar. Say, "I have a novel instrument for spotting wolves among the trees." Thus, the customer will identify the telescope with need, and its novelty won't alienate, scare, or intimidate. Then, expand the horizons (no pun intended)). Allow the customer to "discover" the heavens as you marvel at his wit!
I tried to conduct an interview by asking them questions which I thought were relevant. The 2 men were completely non communicative.
I too was interviewed and I too agree with the lack of questions, and I am very communicative, the interview was 15 minutes, half directly off my resume, the other half me asking questions thinking you gotta be kidding me, its my time to ask questions already.
I would like to explain our reasoning for the assessment questionnaire. Benefit #1- Any interview takes at least 15 - 60 minutes of a managers time. We do not wish to interview people for the sake of interviewing The fact that someone takes the time to complete the questionnaire shows their seriousness about their job seeking thus we are willing in return to invest our time to interview that person. Benefit #2- Most people have an average score on this test.. However is someone scores exceptional high or exceptionally low, it gives us some insight on the current capabilitites of that applicant.
What you are saying makes no sense. First you schedule an interview, and then you are asking people to complete your test. Which means your manager will lose his/her time anyway.
Interviews are not scheduled until the test results are reviewed. First, the aptitude test, then the interview.