All sorts of people are jockeying for all sorts of desired jobs this season. They are chosen via various means, even election. As a career HR professional, no less, suffice it to say I’ve interviewed my share of people. Not only my share of people, but also for a plethora of varied positions, each requiring a varied, distinct skill set, temperament, and combination of education and experience. By no means is every person qualified or close to qualified for every position (which, by the way, is especially important to me in my dentist and pilot). The goal is for the right person to be in the right job. My role is to discern potential fit.
In order to determine fit, there are certain questions I typically always ask. If asked and if dodged or the response doesn’t really answer my question — indicative of a lack of comfort, knowledge or desired transparency — I will ask another way or perhaps more bluntly, as this we need to know. Some questions must be answered. Fit cannot be determined by feeling. In order to proceed in my role wisely, I need to find the right person for the right job — not just who I want or feel better about. Hence…
- I want to know you, and I want you to know us. What should we know about you?
- Why did you leave your last job?
- How did you get to here? Help me understand. What made you apply for this position?
- Tell me about some of your more significant, previous co-workers. How would they describe you? Any relationships that were hard? If so, why?
- For those you’ve previously led, how would they describe your leadership style? Also, how has your leadership style changed — and why? What prompted that?
- What skill set or perspective do you uniquely bring to the table?
- What personality/temperament tests have you taken? DiSC®, Enneagram, StrengthsFinder? Describe the results to me. Anything surprise you, make you especially proud or make you uncomfortable?
- Where are you growing? Where are you stuck? Any next steps you’d like to share?
- What would success in this job look like?
- Under what conditions would you struggle?
- How do you handle conflict?
- How do you handle stress? How does pace impact your stress level? And when you’re stressed, how is your communication affected? I’d love some examples.
- How do you receive and provide feedback? How do you react to the concept of radical candor? When is it helpful? When is it not?
- What do you know about our organization?
- How do you practice intentional rest? Do you value that?
- How do you have fun? Are you competitive at all?
- What long term goals and dreams do you have?
- How can we help you develop and grow?
- What questions do you have for me?
- Anything else I should know?
Remember that the goal is fit. I want every person in the right position — whether that’s with me in my organization or elsewhere. I am not attempting to make everyone fit here; it’s silly to believe that all would.
The interview process is therefore not a place of flattery, salesmanship or any disingenuity; again, it’s a place to discern appropriate and accurate fit. Let me get to know you. Let you get to know us.
In light of this post, I took the liberty of reaching out to some I have interviewed in years past. I am by no means perfect nor striving to be. But over the course of the last 30 years, I’ve asked much the same questions. So I asked some former interviewees what it was like to be on the receiving end of me…
“Oh, wow… that’s a great and interesting question. I felt at ease and respected… Very warm and welcoming. It’s very easy to be open and honest with you and just have good conversation…
You were very clear. You did a good job speaking to what you knew and what you didn’t… It was actually a great experience. I didn’t feel bombarded with an overwhelming sense, as you did it as if we were just two people talking, getting to know each other… it was open, fair and positive…
I think you are really good at creating a balanced conversation where there’s room for honesty, curiosity, and learning from each other… I felt like I was speaking with someone who values my experience and insights…
I feel like you don’t just ask questions simply to ask them but you’re genuinely curious about the person you’re interviewing. You seem to really want to know the person and who they are… The person on the other side is never lost on you…”
My sense is the best interviews for desired jobs are marked by honesty, genuineness, and interactive conversation. To be clear, I’m not sure accurate fit can otherwise be discerned… no matter how I feel.
Respectfully…
AR