Are you asking the wrong questions in job interviews?
Bad questions, fake answers, and cultural contribution
Dear Rethinkers,
I was asked a great question in a class the other day: “How do you interview for character?” The student explained how his company was brimming with highly competent people but with some serious personality flaws. Was this to do with reviews and development or how people are rewarded? “No, our interview process is broken,” he honestly replied. It’s a common problem. That’s why this week we’re rethinking the job interview.
It’s tricky to get a sense of someone’s character in an interview setting. But we can do much better. Many organisations tend to focus on skills, experience, education and whether this person is like them (even if that’s an unconscious bias.) It does little to reveal who that person is, let alone how well they will do the job.
Research shows that 90% of candidates will give fake answers in job interviews. So, most recruiting is based on two people sitting in chairs telling little white lies to each other! Fantastic.
A quick interview reflection exercise:
What are the most common questions you ask someone in an interview or that you’ve been asked?
I’m guessing some of these might be in the mix:
Tell me about your past experiences (and how they relate to this jobs)
So, what is your biggest strength (or weakness)?
Why do you (really sometimes inserted here) want this job?
What are your hobbies or interests? *
How would someone you work with describe you?
Do you have any questions for us?
*Bad bias leading question
There is nothing wrong with these questions, but they leave gaping holes. Why?
The questions are expected so candidates can overly prepare.
People tell you what you want to hear (they ingratiate the interviewer.)
It leads to biases – interviewers hiring applicants who are like them.
Finally, they don’t reveal important truth traits including humility, empathy, integrity, flexibility and the biggie, SELF-AWARENESS.
Not only do these questions fall short of what the interviewer needs but they also fail the candidate. They don’t create the right space to showcase who they really are or more importantly, could become if they are given the opportunity.
Read on to find out how to redesign the interview process, and the importance of ‘cultural contribution’…
Keep reading with a 7-day free trial
Subscribe to Rethink with Rachel to keep reading this post and get 7 days of free access to the full post archives.