A New Approach to Hire the Smart People
Stop asking stupid questions if you hope to hire the right people.
Job interview questions that DON’T work:
#1. Questions that begin, “Tell me about a time…”
The past doesn’t predict the future as much as it used to. There was a time when the past was like the present, but not today. What worked in the past worked in the past.
#2. Anticipated questions.
Make a list of 25 common interview questions. Don’t ask any of them. Good candidates are prepared to answer common questions.
Ask common questions to expose liars. For example, “Tell us about your weaknesses.” Anyone who responds, “I work too hard,” is a liar. People who work too hard don’t think it’s a weakness.
Job interview questions to hire smart people:
#1. Ask questions that reflect current situations.
Solve nagging issues within your organization by asking candidates how to solve them.
- What’s the best way to handle flexible scheduling?
- How would you create creative dissent on a team of bobble heads?
- How soon would you intervene when you notice interpersonal conflict on the team?
- Tell us three ways you’ll make work fun during your first week on the job.
#2. Ask questions that reflect your leadership philosophies.
- List the names of five direct reports. Tell us the top three strengths of each. How do you work to maximize their strengths? (Strength-based leadership)
- What’s your personal development plan for the next three months? (Growth and development)
- What’s your 90-day plan for leading your team here? How will you involve the team in making a 90-day plan that meets this organization’s needs? (Collaborative leadership)
#3. Talk while you’re moving.
Movement lowers barriers.
- Go for a walk.
- Go to the grocery store to pick up a jar of pickles.
- Play golf, especially if they don’t play.
What questions help leaders hire the right people?
What questions might result in a bad hire?
Still curious:
A Job Interview Question that Predicts How Someone Will Lead
The Best Leaders Ask Questions That Work
100 Interview Questions (monster.com)
I think any question you ask an applicant is just the starting point. The follow up questions are where you find out how they think, approach problems/opportunities and what they value. Ask follow up questions such as:
–How did you decided what to do?
–Who did you involve?
–Which of your values support you action?
–How do you feel about what you did?
–What did you learn? What would you do differently next time?
–Who do you go to for advice? Why that person?
Great point, Paul. The second question is the one that counts. or the third and fourth.
I don’t think you can “create creative dissent”. It must be allowed from the top down. If leadership says, “we want you to raise your hand…” yet, are not committed to hearing & processing the feedback, then creative dissent is just complaining. Time for new leadership?
You could say that when people at the top practice creative dissent they are creating an environment where it’s more likely that others will join in. As you indicate, when they receive dissent with openness and respect they create an environment where others will do the same.
Thanks Scott your insight is important to this conversation.
Interviews can be difficult with results. They have all the right answers except they may not be mechanically inclined for example, not good if you want craft people etc. I like the have you or can you lead a crew of workers? Can you work on your own?
I like a test procedure to gage the expertise although “book smarts doesn’t make street smarts”! Life lessons often indicate an opportunity to succeed with capabilities we can’t see.
Thanks Tim. “How are you leading the team in high pressure situations,” might be a question that aligns with your insight.
Have the applicant demonstrate their skills. When we interviewed people for college teaching position they had to conduct a 20 minute mini-class on an assigned topic.
Administrative assistant’s had to type a memo or summarize a report.
Managers had to do an in-basket exercise which involve prioritizing a number of events and requests.
Wow, a double dose of PT today. Thanks. And brilliant approach. I hired many teachers in my day. They all did sample lessons.
BTW, anytime someone acted like a hard aspect of teaching was easy, I knew they were clueless. Maybe some questions about the hardest parts of leading/managing would be helpful.
Whenever I hear the word “interview”, what first comes to mind is the Monty Python sketch. Here’s the link to the sketch on You Tube: https://www.youtube.com/watch?v=_HDiMC1nDsk. You will never see interviews the same way again.
OH MYWORD!! That’s the first time I saw that video. LOVE IT!! Thanks, Jennifer.
Nonsense. I work too hard. I do think it is in some ways a weakness. And I am NOT a liar.
Nonsense. I work too hard. I do think it is some ways a weakness. And I am NOT a liar.
Perfect finally somebody who gets how to interview a candidate