What Does Your Interviewing Reveal About You?

Did you read When Did You Last “Shop” Your Candidate Experience? See the common complaints from candidates:

  • Distracted interviewers
  • Late or no-show interviewers
  • Non-job relevant questions

You don't have to vie for a “Best Place to Work” award or a candidate experience award, or any award at all. You need to be authentic. That's all.

I don't buy their solutions. (No surprise there, eh?) In fact, I think their standard interview questions stink. If you read Hiring Geeks That Fit (as an interviewer), I have better questions for you to ask. If you are a candidate, I have better ways to answer these questions in Manage Your Job Search.

Here's an example: they suggest you ask, “Where do you want to be in 5 years?” Well, I don't know any company willing to commit to anyone for 5 years. That's an irrelevant question. Instead, ask something like this, “Tell me about a recent time when you learned something and applied that learning at work?” Or, “Tell me about a time you wanted a promotion. What did you do to earn it?” Or, “Tell me about a recent time you learned a problem your manager needed to have solved. What did you do?”

As a candidate, you can turn this around, and say, “Let me ask you instead, what objectives do you have for this position in the next 3 months, 6 months, and year, or even longer? I can provide you a better answer based on what I've done in the past and make it relevant to the job.” Then you give a behavior-description answer.

Remember, you represent your company when you start the hiring process. You represent your culture as soon as you start hiring, from the ad to the initial candidate encounter. What does your interviewing say about you?

3 thoughts on “What Does Your Interviewing Reveal About You?”

  1. “what objectives do you have for this position in the next 3 months, 6 months, and year, or even longer? ”

    Amen to that. For most of my years of hiring, I incorporated that in my process and made it part of the offer package (in the companies that allowed that but some did not — “too unconventional”):
    * Handout the objectives for the first 3 or 6 months, more general guidance for the first 11-12 months.
    * Handout of the first things to study / learn about the position, role, and workgroup.
    * Handout of the appraisal process, schedule, and forms.

    Overall, great posts about interviewing, Johanna! Thanks.


    1. Pete, what a great idea—actually provide the candidate the deliverables the candidate would need to deliver as part of the interviewing! I also like that it was part of the appraisal. If you have to have appraisals, at leas have people know what they will be judged against.

  2. Pingback: Five Blogs – 23 April 2014 | 5blogs

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