We’ve all been through a job interview at one time or another. Even those of us who work for ourselves meet with potential clients or vendors and an interview of sorts takes place. I always judged the success of those sessions by the quality of the questions asked and I’d like us to take just a minute to think about that topic. I’ve written before about the specific questions I ask a job candidate. Today is more abot the quality of questions that the candidate or prospective partner asks you.
First, who is doing the talking? Is the candidate or the interviewer guiding the discussion? My feeling is that the candidate should do more of the guiding of the meeting by asking phenomenal questions. Obviously, there are specific things the interviewer or potential client must elicit, but the truth is that a hiring candidate needs just as much information to be divulged in that discussion.
For example, for every discussion point made about the current business, can the speaker provide a concrete example? If not, maybe they’re speaking about that they want and not about what they have. When they talk about metrics, are they actionable and insightful such as cost per acquisition and the average customer value, or are they vanity metrics like web traffic or social “likes”?
Candidates or potential suppliers/partners who ask the right questions and challenge assumptions are way more valuable than those who don’t. Which are you?
Part of what I do for clients from time to time is to help them hire.
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I’ll often help write the job specs and do preliminary interviews for them. One thing they sometimes ask me is what I’m looking for in a candidate. I’ve written before about how I think “smart” and “curious” are must-haves but there are other more subtle things I’m after as well.
One thing I don’t focus on too much is the technical stuff. Unless I’m intending to grill them on the minutia of using a particular thing (everything from Excel to ad operations systems to code writing), I won’t get much of that in an interview anyway. The bigger point is that whatever it is can be taught. So what am I after?
I want them to tell me how they made something complex into something simple. I want to hear how they avoided doing something by making something else more efficient. Can they make one report wipe out two or three others without losing any information? Can they turn a 20 minute sales pitch into a 3 minute piece of elegance?
I want to test their confidence in their own knowledge. I might ask them a question and try to talk them off their answer. How firm are they in their beliefs and is that firmness irrational stubbornness or is it confidence that is open to new ideas?
Do they listen? Do their questions and answers demonstrate that they have been listening while we’re together?
I might ask them for examples of when they had to convince others that their solution to something was wrong even when a bunch of people were agreed it was right. I love when they tell me that they argued against using some new tool because they spotted a flaw and turned around a bunch of people heading in a wrong direction.
Finally, I look for people who look for solutions. For people who don’t have “can’t” in their problem-solving vocabulary. Can they grasp problems at their core and not get focused on any one solution since many roads lead to the same place?
That’s my general list. What’s yours?
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As you probably know, one of my favorite TV channels is The Food Network and since it’s Friday, I want to focus on one of their programs for our Foodie Friday Fun. This is the seventh season of The Next Food Network Star which I think is a really interesting program for a number of reasons. The biggest name to emerge from the show is the past winner Guy Fieri, who has become a star on NBC (Minute To Win It) as well as on a number of food-related shows but a few of the other winners, and runners-up, have continued on The Food Network and help to prove that the process works. Can it work for you? Continue reading
If you’re like most people you’ve been interviewed for a job at some point. Maybe you’ve even done the interviewing. It’s one of the most important things we do as managers and the ability to do interviews that successfully separate great candidates from merely good candidates is worth a lot to your employer.
I’ve done many interviews over the last 30 years and hired quite a few people. Inevitably I ask them a question which I’ve found very useful in the process and I thought I’d share it with you today. Continue reading