When I teach interviewing, I teach these approaches to interviewing:
- Let the behavior-description questions sell the candidate on the company. Don’t try to “sell” the candidate on the company or the people. It sounds like a used car salesperson or a bad blind date. It leaves a bad taste in the candidate’s mouth. (Yes, those are two different links.)
- Organize the interviews with a matrix, so that everyone knows who is asking which questions.
- Ask questions that relate to the job. Forget the riddles and puzzles that have nothing to do with the job.
- Do add auditions to the question mix, so you can see a candidate at work. I like 10-15 minute auditions as a first step.
A friend sent me this hysterical article yesterday, A Most Wonderful Opportunity, Multiple Frustrations, and More. I did not roll on the floor, but I did laugh out loud. I loved the Mt Fuji answer. If I could have answered that question with a straight face, that’s how I would have loved to answer it. Of course, I would have just rolled my eyes so much, I don’t think I could have.Tags: audition, behavior-description question, interview matrix