SlideShare a Scribd company logo
1 of 4
Download to read offline
3
THERE ARE ONLY


           TRUE
          JOB INTERVIEW
                 QUESTIONS
There Are Only Three True Job                                                               Interviewing for Strengths
                                                                                            Interviewing for strengths is not a game. It’s
Interview Questions                                                                         about figuring out if there is a match between the
                                                                                            strengths required for success in the role and the
                                                                                            candidate’s strengths. If you accept that, then the
The only three true job interview questions are:                                            advice for interviewers and interviewees are mirror
1. Can you do the job?                                                                      images of each other.
2. Will you love the job?                                                                   Advice for Interviewers
3. Can we tolerate working with you?                                                        Figure out what strengths you’re looking for. Tell the
                                                                                            interviewee what they are. Ask the interviewee for
That’s it. Those three. Think back, every question you’ve ever posed to others              examples of behavior that evidences those strengths.
                                                                                            (Using the Working Girl question to probe.)
or had asked of you in a job interview is a subset of a deeper in-depth follow-
up to one of these three key questions. Each question may be asked using                    Advice for Interviewees
                                                                                            Figure out what strengths the interviewer is looking
different words, but every question, however it is phrased, is just a variation on
                                                                                            for. Give him or her examples of behavior that
one of these topics: Strengths, Motivation, and Fit.                                        evidences those strengths.
                                                                                            STAR Behavioral Interviews
Can You Do the Job? – Strengths                                                             When I interview someone, I generally follow the
                                                                                            same script, telling people:
                                                                                            I’m going to do a behavioral interview. I’m looking for
                                                                                            evidence of strengths in what you’ve done in the past.
                                                                                            I’ll tell you the strength I’m looking for and ask you for
                                                                                            an example. It’s helpful if you use a STAR framework
                                                                                            in your answer.
                                                                                            ST: Situation (Briefly – just enough to help me under-
                                                                                            stand the context for your actions.)
                                                                                            A: Action (Elaborate here. What you did. Use the word “I.”)
                                                                                            R: Result (Briefly – just enough to show me the value
                                                                                            or impact of what you did.)
                                                                                            The questions aren’t important. The answers are. So, if
                                                                                            I ask a question that doesn’t trigger a good example,
                                                                                            let’s skip that one and find another way to get exam-
                                                                                            ples of your strengths.
                                                                                            Strengths Definition
                                                                                            Gallup’s Marcus Buckingham and Don Clifton provide
                                                                                            an excellent definition of strengths in Now Discover
                                                                                            Your Strengths (New York: Free Press, 2001).
                                                                                            Talent: Innate areas of potential strength (probably
Executive Search firm Heidrick & Struggles CEO, Kevin Kelly explained to me                 present at birth)
that it’s not just about the technical skills, but also about leadership and
                                                                                            Knowledge: Things people are aware of, facts and les-
interpersonal strengths. Technical skills help you climb the ladder. As you get             sons learned (through courses, mentors, reading, etc.)
there, managing up, down, and across become more important.
                                                                                            Skills: How to-s, or steps of an activity (generally
    You can’t tell by looking at a piece of paper what some of the strengths                acquired through deliberate practice)
    and weaknesses really are…We ask for specific examples of not only what’s               With that in mind, as an interviewer, make sure you
    been successful but what they’ve done that hasn’t gone well or a task                   understand the driving talent behind an individual’s
    they’ve, quite frankly, failed at and how they learned from that experience             strength, how they acquired their knowledge of the
                                                                                            subject and what they’ve done to practice the skill.
    and what they’d do different in a new scenario.
                                                                                            Then you can be sure you’ve identified a real strength.
    Not only is it important to look at the technical skill set they have…but also
    the strengths on what I call the EQ side of the equation in terms of getting
    along and dealing or interacting with people.


© Copyright Forbes 2012                                                              There Are Only Three True Job Interview Questions | 01
Will You Love the Job? -Motivation                                                          Interviewing for Motivation
                                                                                            Interviewing for motivation is much less straight-
                                                                                            forward than interviewing for strengths. Part of the
                                                                                            problem is that it’s hard to put your finger on what
                                                                                            really motivates someone. The other part of the
                                                                                            problem is that interviewee’s will have a bias to come
                                                                                            across as motivated even if they aren’t sure. While
                                                                                            they may not be sure they want to do the job, they are
                                                                                            generally motivated to get you to offer them the job.
                                                                                            On one level, motivation is born of
                                                                                            • How activities fit with a person’s likes/dislikes/ideal
                                                                                            job critera and
                                                                                            • How the job will help them progress towards their
Cornerstone International Group CEO, Bill Guy emphasizes the changing nature                long-term goal.
of motivation,
                                                                                            On another level, people strive for happiness. My
                                                                                            working theory of happiness, born out by deep anal-
     …younger employees do not wish to get paid merely for working hard—
                                                                                            ysis of a very sophisticated Harvard survey, is that
    just the reverse: they will work hard because they enjoy their environment              happiness is good. Actually, it’s three goods: Good
    and the challenges associated with their work…. Executives who embrace                  for others, good for me, good at it.
    this new management style are attracting and retaining better employees.                Good for others: This is about finding meaning
                                                                                            in the work (impact on others, match with values).
Can We Tolerate Working With You? – Fit                                                     People that care about this want a share in shaping
                                                                                            the destiny of the firm (influence, being informed)
                                                                                            Good at it: This is about the match of activities
                                                                                            with strengths, and resources (support and time).
                                                                                            Over time, some people care about employability
                                                                                            (learning, development, resume builder)
                                                                                            Good for me: This is about near term pleasure
                                                                                            (enjoyable work/activities, fit with life interest).
                                                                                            Compensation is also a factor (monetary, non-mone-
                                                                                            tary rewards, recognition, respect)
                                                                                            Advice for Interviewers
                                                                                            Heidrick & Struggles’ Kevin Kelly had some helpful
                                                                                            perspective on this. He told me that he likes to ask
Continuing on with our conversation, Heidrick’s Kelly went on to explain the                two questions to get at motivation:
importance of cultural fit:                                                                 1) “What gets you out of bed in the morning (other
                                                                                            than your alarm clock)?”. This helps him get at
    A lot of it is cultural fit and whether they are going to fit well into the             what’s important to people now.
    organization… The perception is that when (senior leaders) come into the                2) “Talk about some of the most significant memories
    firm, a totally new environment, they know everything. And they could                   you have had throughout your career and what it is
    do little things such as send emails in a voicemail culture that tend to                that got you through those times either good or bad.”
    negatively snowball over time. Feedback or onboarding is critical. If you               This helps him get at patterns and trends.
    don’t get that feedback, you will get turnover later on.                                Advice for Interviewees
                                                                                            Be ready to deal with concerns that you may be
He made the same point earlier in an interview with Smart Business,                         over-qualified for the job. This requires an interview
referencing Heidrick’s internal study of 20,000 searches.                                   judo response:
                                                                                            I’m concerned that you may be over-qualified for this job.
    40 percent of senior executives leave organizations or are fired or pushed              I am – if you want the organization to stay the way it
    out within 18 months. It’s not because they’re dumb; it’s because a lot of              is. You’d be hiring me to take it to the next level. I’m
    times culturally they may not fit in with the organization or it’s not clearly          not interested in the job the way it is. I’m interested in
    articulated to them as they joined.                                                     the job the way it’s going to be.


© Copyright Forbes 2012                                                              There Are Only Three True Job Interview Questions | 02
Preparing for Interviews                                                                  Interviewing for Fit
If you’re the one doing the interviewing, get clear on what strengths,                    To be clear, this is an attempt to make an inherently
motivational and fit insights you’re looking for before you go into your                  complex and ambiguous subject simpler and more
                                                                                          straightforward. It’s worth it because poor cultural
interviews.
                                                                                          fit is the #1 stated reason for a new leader’s failure.
                                                                                          (Of course, stated and actual don’t always match. See
If you’re the one being interviewed, prepare by thinking through examples
                                                                                          The top three excuses for onboarding failures.)
that illustrate your strengths, what motivates you about the organization and
                                                                                          The fundamental questions and interviewer is
role you’re interviewing for, and the fit between your own preferences and the            getting at around fit are:
organization’s Behaviors, Relationships, Attitudes, Values, and Environment
                                                                                          1) Will the organization be better off with you in it
(BRAVE). But remember that interviews are exercises in solution selling. They             over time?
are not about you.                                                                        2) Will you change us for the better? (Will you be
                                                                                          good for us?)
Think of the interview process as a chance for you to show your ability to solve
                                                                                          Brave Fit
the organization and interviewer’s problem. That’s why you need to highlight
                                                                                          The BRAVE framework may have applicability:
strengths in the areas most important to the interviewers, talk about how you
                                                                                          Behave:
would be motivated by the role’s challenges, and discuss why you would be a
                                                                                          The way people act, make decisions, control the
BRAVE fit with the organization’s culture.
                                                                                          business, etc.
                                                                                          Relate:
Executive Onboarding                                                                      The way people communicate with each other
                                                                                          (including mode, manner and frequency), engage in
Once you’ve got the job, be sure to pay attention to executive onboarding, the
                                                                                          intellectual debate, manage conflict, etc.
key to accelerating success and reducing risk in a new job.
                                                                                          Attitude:
This is a big part of step 1 of The New Leader’s Playbook: Position Yourself for          How people feel about the organization’s purpose,
                                                                                          mission, vision, identify with the subgroup, group,
Success
                                                                                          organization as a whole, etc.
    There are several components of this including positioning yourself for a             Values:
    leadership role, selling before you buy, mapping and avoiding the most                People’s underlying beliefs, approach to learning,
                                                                                          risk, time horizons, etc.
    common land mines, uncovering hidden risks in the organization, role, and
    fit, and choosing the right approach for your transition type.                        Environment:
                                                                                          The way people approach the work environment
                                                                                          in terms formality/informality of preferred office
                                                                                          layout, etc.
                                                                                          The suggested approach for an interviewer is to
                                                                                          assess the interviewee’s BRAVE preferences and then
                                                                                          line them up with the culture.
                                                                                          The suggested approach for the interviewee is to do
                                                                                          the same thing in reverse.
                                                                                          This is one area where no one should play any games.
                                                                                          There’s no upside for either the organization or the
                                                                                          interviewee to try to be something different than
                                                                                          what they are. They will get caught sooner or later.
                                                                                          And the later they get caught, the more painful it
                                                                                          will be since culture is the only truly sustainable
                                                                                          competitive advantage.




© Copyright Forbes 2012                                                            There Are Only Three True Job Interview Questions | 03

More Related Content

Viewers also liked

FMCG SECTOR ANALYSIS
FMCG SECTOR ANALYSISFMCG SECTOR ANALYSIS
FMCG SECTOR ANALYSISarjunarg
 
solid waste management
solid waste managementsolid waste management
solid waste managementAmit Nakli
 
What Would Steve Do? 10 Lessons from the World's Most Captivating Presenters
What Would Steve Do? 10 Lessons from the World's Most Captivating PresentersWhat Would Steve Do? 10 Lessons from the World's Most Captivating Presenters
What Would Steve Do? 10 Lessons from the World's Most Captivating PresentersHubSpot
 
Top 10 Procurement KPI\'s
Top 10 Procurement KPI\'sTop 10 Procurement KPI\'s
Top 10 Procurement KPI\'samberkar
 
Strategic Account Management Presentation
Strategic Account Management PresentationStrategic Account Management Presentation
Strategic Account Management Presentationmalleway
 
The 150 Most Powerful Marketing & Sales Tools
The 150 Most Powerful Marketing & Sales ToolsThe 150 Most Powerful Marketing & Sales Tools
The 150 Most Powerful Marketing & Sales ToolsBrian Downard
 
Dipak ghosh's book on mamata bannerjee
Dipak ghosh's book on mamata bannerjeeDipak ghosh's book on mamata bannerjee
Dipak ghosh's book on mamata bannerjeeasholtrinomool
 
How to Write a Screenplay or Tell a Better Story
How to Write a Screenplay or Tell a Better Story How to Write a Screenplay or Tell a Better Story
How to Write a Screenplay or Tell a Better Story Victor Pineiro
 
Gd&T Presentation1111
Gd&T Presentation1111Gd&T Presentation1111
Gd&T Presentation1111zuhaib ansar
 
Step by Step Guide to Holy Umrah/Umra
 Step by Step Guide to Holy  Umrah/Umra Step by Step Guide to Holy  Umrah/Umra
Step by Step Guide to Holy Umrah/UmraTanveer Padder
 
The Search for Meaning in B2B Marketing
The Search for Meaning in B2B MarketingThe Search for Meaning in B2B Marketing
The Search for Meaning in B2B MarketingVelocity Partners
 
Maintenance Management
Maintenance ManagementMaintenance Management
Maintenance ManagementBisina Keshara
 
multimedia element
multimedia elementmultimedia element
multimedia elementAZMAN KADIR
 
Getting Started With SlideShare
Getting Started With SlideShareGetting Started With SlideShare
Getting Started With SlideShareSlideShare
 
Kapferer Model Brand Identity Prism
Kapferer Model Brand Identity PrismKapferer Model Brand Identity Prism
Kapferer Model Brand Identity Prismnitin59
 

Viewers also liked (20)

FMCG SECTOR ANALYSIS
FMCG SECTOR ANALYSISFMCG SECTOR ANALYSIS
FMCG SECTOR ANALYSIS
 
solid waste management
solid waste managementsolid waste management
solid waste management
 
What Would Steve Do? 10 Lessons from the World's Most Captivating Presenters
What Would Steve Do? 10 Lessons from the World's Most Captivating PresentersWhat Would Steve Do? 10 Lessons from the World's Most Captivating Presenters
What Would Steve Do? 10 Lessons from the World's Most Captivating Presenters
 
Top 10 Procurement KPI\'s
Top 10 Procurement KPI\'sTop 10 Procurement KPI\'s
Top 10 Procurement KPI\'s
 
Strategic Account Management Presentation
Strategic Account Management PresentationStrategic Account Management Presentation
Strategic Account Management Presentation
 
English tenses
English tensesEnglish tenses
English tenses
 
The 150 Most Powerful Marketing & Sales Tools
The 150 Most Powerful Marketing & Sales ToolsThe 150 Most Powerful Marketing & Sales Tools
The 150 Most Powerful Marketing & Sales Tools
 
transformer ppt
transformer ppttransformer ppt
transformer ppt
 
Deep C
Deep CDeep C
Deep C
 
Dipak ghosh's book on mamata bannerjee
Dipak ghosh's book on mamata bannerjeeDipak ghosh's book on mamata bannerjee
Dipak ghosh's book on mamata bannerjee
 
How to Write a Screenplay or Tell a Better Story
How to Write a Screenplay or Tell a Better Story How to Write a Screenplay or Tell a Better Story
How to Write a Screenplay or Tell a Better Story
 
Gd&T Presentation1111
Gd&T Presentation1111Gd&T Presentation1111
Gd&T Presentation1111
 
Reported Speech
Reported SpeechReported Speech
Reported Speech
 
Step by Step Guide to Holy Umrah/Umra
 Step by Step Guide to Holy  Umrah/Umra Step by Step Guide to Holy  Umrah/Umra
Step by Step Guide to Holy Umrah/Umra
 
The Search for Meaning in B2B Marketing
The Search for Meaning in B2B MarketingThe Search for Meaning in B2B Marketing
The Search for Meaning in B2B Marketing
 
Culture
CultureCulture
Culture
 
Maintenance Management
Maintenance ManagementMaintenance Management
Maintenance Management
 
multimedia element
multimedia elementmultimedia element
multimedia element
 
Getting Started With SlideShare
Getting Started With SlideShareGetting Started With SlideShare
Getting Started With SlideShare
 
Kapferer Model Brand Identity Prism
Kapferer Model Brand Identity PrismKapferer Model Brand Identity Prism
Kapferer Model Brand Identity Prism
 

More from Forbes

You're Not Lost
You're Not LostYou're Not Lost
You're Not LostForbes
 
The New Rules Of Personal Branding
The New Rules Of Personal BrandingThe New Rules Of Personal Branding
The New Rules Of Personal BrandingForbes
 
From Dreaming To Done: How To Get Your Business Off The Ground
From Dreaming To Done: How To Get Your Business Off The GroundFrom Dreaming To Done: How To Get Your Business Off The Ground
From Dreaming To Done: How To Get Your Business Off The GroundForbes
 
From College To Career: Entering The Workforce With Confidence
From College To Career: Entering The Workforce With ConfidenceFrom College To Career: Entering The Workforce With Confidence
From College To Career: Entering The Workforce With ConfidenceForbes
 
Polish Your LinkedIn Profile For Success
Polish Your LinkedIn Profile For SuccessPolish Your LinkedIn Profile For Success
Polish Your LinkedIn Profile For SuccessForbes
 
Taxes 101: Break Up With Your Fear Of Taxes
Taxes 101: Break Up With Your Fear Of TaxesTaxes 101: Break Up With Your Fear Of Taxes
Taxes 101: Break Up With Your Fear Of TaxesForbes
 
Work It: Secrets To Career Success In The New Year
Work It: Secrets To Career Success In The New YearWork It: Secrets To Career Success In The New Year
Work It: Secrets To Career Success In The New YearForbes
 
How To Skate Through The Holidays And Keep Your Reputation Intact
How To Skate Through The Holidays And Keep Your Reputation IntactHow To Skate Through The Holidays And Keep Your Reputation Intact
How To Skate Through The Holidays And Keep Your Reputation IntactForbes
 
Make Your Bed: Little Things That Can Change Your Life
Make Your Bed: Little Things That Can Change Your LifeMake Your Bed: Little Things That Can Change Your Life
Make Your Bed: Little Things That Can Change Your LifeForbes
 
Plan Your Pivot: Changing Careers Without Scrapping Everything You've Worked For
Plan Your Pivot: Changing Careers Without Scrapping Everything You've Worked ForPlan Your Pivot: Changing Careers Without Scrapping Everything You've Worked For
Plan Your Pivot: Changing Careers Without Scrapping Everything You've Worked ForForbes
 
How To Find A Side Hustle That Works For You
How To Find A Side Hustle That Works For YouHow To Find A Side Hustle That Works For You
How To Find A Side Hustle That Works For YouForbes
 
How To Build Confidence and Lead Yourself to Career Success
How To Build Confidence and Lead Yourself to Career SuccessHow To Build Confidence and Lead Yourself to Career Success
How To Build Confidence and Lead Yourself to Career SuccessForbes
 
How To Network Effectively And Create Genuine Connections
How To Network Effectively And Create Genuine ConnectionsHow To Network Effectively And Create Genuine Connections
How To Network Effectively And Create Genuine ConnectionsForbes
 
The Power of Modern Apprenticeship
The Power of Modern ApprenticeshipThe Power of Modern Apprenticeship
The Power of Modern ApprenticeshipForbes
 

More from Forbes (14)

You're Not Lost
You're Not LostYou're Not Lost
You're Not Lost
 
The New Rules Of Personal Branding
The New Rules Of Personal BrandingThe New Rules Of Personal Branding
The New Rules Of Personal Branding
 
From Dreaming To Done: How To Get Your Business Off The Ground
From Dreaming To Done: How To Get Your Business Off The GroundFrom Dreaming To Done: How To Get Your Business Off The Ground
From Dreaming To Done: How To Get Your Business Off The Ground
 
From College To Career: Entering The Workforce With Confidence
From College To Career: Entering The Workforce With ConfidenceFrom College To Career: Entering The Workforce With Confidence
From College To Career: Entering The Workforce With Confidence
 
Polish Your LinkedIn Profile For Success
Polish Your LinkedIn Profile For SuccessPolish Your LinkedIn Profile For Success
Polish Your LinkedIn Profile For Success
 
Taxes 101: Break Up With Your Fear Of Taxes
Taxes 101: Break Up With Your Fear Of TaxesTaxes 101: Break Up With Your Fear Of Taxes
Taxes 101: Break Up With Your Fear Of Taxes
 
Work It: Secrets To Career Success In The New Year
Work It: Secrets To Career Success In The New YearWork It: Secrets To Career Success In The New Year
Work It: Secrets To Career Success In The New Year
 
How To Skate Through The Holidays And Keep Your Reputation Intact
How To Skate Through The Holidays And Keep Your Reputation IntactHow To Skate Through The Holidays And Keep Your Reputation Intact
How To Skate Through The Holidays And Keep Your Reputation Intact
 
Make Your Bed: Little Things That Can Change Your Life
Make Your Bed: Little Things That Can Change Your LifeMake Your Bed: Little Things That Can Change Your Life
Make Your Bed: Little Things That Can Change Your Life
 
Plan Your Pivot: Changing Careers Without Scrapping Everything You've Worked For
Plan Your Pivot: Changing Careers Without Scrapping Everything You've Worked ForPlan Your Pivot: Changing Careers Without Scrapping Everything You've Worked For
Plan Your Pivot: Changing Careers Without Scrapping Everything You've Worked For
 
How To Find A Side Hustle That Works For You
How To Find A Side Hustle That Works For YouHow To Find A Side Hustle That Works For You
How To Find A Side Hustle That Works For You
 
How To Build Confidence and Lead Yourself to Career Success
How To Build Confidence and Lead Yourself to Career SuccessHow To Build Confidence and Lead Yourself to Career Success
How To Build Confidence and Lead Yourself to Career Success
 
How To Network Effectively And Create Genuine Connections
How To Network Effectively And Create Genuine ConnectionsHow To Network Effectively And Create Genuine Connections
How To Network Effectively And Create Genuine Connections
 
The Power of Modern Apprenticeship
The Power of Modern ApprenticeshipThe Power of Modern Apprenticeship
The Power of Modern Apprenticeship
 

Recently uploaded

Spanish Classes Online In India With Tutor At Affordable Price
Spanish Classes Online In India With Tutor At Affordable PriceSpanish Classes Online In India With Tutor At Affordable Price
Spanish Classes Online In India With Tutor At Affordable PriceFluent Fast Academy
 
办理老道明大学毕业证成绩单|购买美国ODU文凭证书
办理老道明大学毕业证成绩单|购买美国ODU文凭证书办理老道明大学毕业证成绩单|购买美国ODU文凭证书
办理老道明大学毕业证成绩单|购买美国ODU文凭证书saphesg8
 
美国SU学位证,雪城大学毕业证书1:1制作
美国SU学位证,雪城大学毕业证书1:1制作美国SU学位证,雪城大学毕业证书1:1制作
美国SU学位证,雪城大学毕业证书1:1制作ss846v0c
 
Protection of Children in context of IHL and Counter Terrorism
Protection of Children in context of IHL and  Counter TerrorismProtection of Children in context of IHL and  Counter Terrorism
Protection of Children in context of IHL and Counter TerrorismNilendra Kumar
 
Nathan_Baughman_Resume_copywriter_and_editor
Nathan_Baughman_Resume_copywriter_and_editorNathan_Baughman_Resume_copywriter_and_editor
Nathan_Baughman_Resume_copywriter_and_editorNathanBaughman3
 
办理学位证(UoM证书)北安普顿大学毕业证成绩单原版一比一
办理学位证(UoM证书)北安普顿大学毕业证成绩单原版一比一办理学位证(UoM证书)北安普顿大学毕业证成绩单原版一比一
办理学位证(UoM证书)北安普顿大学毕业证成绩单原版一比一A SSS
 
原版定制卡尔加里大学毕业证(UC毕业证)留信学历认证
原版定制卡尔加里大学毕业证(UC毕业证)留信学历认证原版定制卡尔加里大学毕业证(UC毕业证)留信学历认证
原版定制卡尔加里大学毕业证(UC毕业证)留信学历认证diploma001
 
Back on Track: Navigating the Return to Work after Parental Leave
Back on Track: Navigating the Return to Work after Parental LeaveBack on Track: Navigating the Return to Work after Parental Leave
Back on Track: Navigating the Return to Work after Parental LeaveMarharyta Nedzelska
 
Introduction to Political Parties (1).ppt
Introduction to Political Parties (1).pptIntroduction to Political Parties (1).ppt
Introduction to Political Parties (1).pptSohamChavan9
 
格里菲斯大学毕业证(Griffith毕业证)#文凭成绩单#真实留信学历认证永久存档
格里菲斯大学毕业证(Griffith毕业证)#文凭成绩单#真实留信学历认证永久存档格里菲斯大学毕业证(Griffith毕业证)#文凭成绩单#真实留信学历认证永久存档
格里菲斯大学毕业证(Griffith毕业证)#文凭成绩单#真实留信学历认证永久存档208367051
 
Application deck- Cyril Caudroy-2024.pdf
Application deck- Cyril Caudroy-2024.pdfApplication deck- Cyril Caudroy-2024.pdf
Application deck- Cyril Caudroy-2024.pdfCyril CAUDROY
 
办理哈珀亚当斯大学学院毕业证书文凭学位证书
办理哈珀亚当斯大学学院毕业证书文凭学位证书办理哈珀亚当斯大学学院毕业证书文凭学位证书
办理哈珀亚当斯大学学院毕业证书文凭学位证书saphesg8
 
Gurgaon Call Girls: Free Delivery 24x7 at Your Doorstep G.G.N = 8377087607
Gurgaon Call Girls: Free Delivery 24x7 at Your Doorstep G.G.N = 8377087607Gurgaon Call Girls: Free Delivery 24x7 at Your Doorstep G.G.N = 8377087607
Gurgaon Call Girls: Free Delivery 24x7 at Your Doorstep G.G.N = 8377087607dollysharma2066
 
原版快速办理MQU毕业证麦考瑞大学毕业证成绩单留信学历认证
原版快速办理MQU毕业证麦考瑞大学毕业证成绩单留信学历认证原版快速办理MQU毕业证麦考瑞大学毕业证成绩单留信学历认证
原版快速办理MQU毕业证麦考瑞大学毕业证成绩单留信学历认证nhjeo1gg
 
The Next Things To Immediately Do About Mating Press
The Next Things To Immediately Do About Mating PressThe Next Things To Immediately Do About Mating Press
The Next Things To Immediately Do About Mating Pressmatingpress170
 
Jumark Morit Diezmo- Career portfolio- BPED 3A
Jumark Morit Diezmo- Career portfolio- BPED 3AJumark Morit Diezmo- Career portfolio- BPED 3A
Jumark Morit Diezmo- Career portfolio- BPED 3Ajumarkdiezmo1
 
办理学位证(Massey证书)新西兰梅西大学毕业证成绩单原版一比一
办理学位证(Massey证书)新西兰梅西大学毕业证成绩单原版一比一办理学位证(Massey证书)新西兰梅西大学毕业证成绩单原版一比一
办理学位证(Massey证书)新西兰梅西大学毕业证成绩单原版一比一A SSS
 
Escort Service Andheri WhatsApp:+91-9833363713
Escort Service Andheri WhatsApp:+91-9833363713Escort Service Andheri WhatsApp:+91-9833363713
Escort Service Andheri WhatsApp:+91-9833363713Riya Pathan
 
Black and White Minimalist Co Letter.pdf
Black and White Minimalist Co Letter.pdfBlack and White Minimalist Co Letter.pdf
Black and White Minimalist Co Letter.pdfpadillaangelina0023
 

Recently uploaded (20)

Spanish Classes Online In India With Tutor At Affordable Price
Spanish Classes Online In India With Tutor At Affordable PriceSpanish Classes Online In India With Tutor At Affordable Price
Spanish Classes Online In India With Tutor At Affordable Price
 
办理老道明大学毕业证成绩单|购买美国ODU文凭证书
办理老道明大学毕业证成绩单|购买美国ODU文凭证书办理老道明大学毕业证成绩单|购买美国ODU文凭证书
办理老道明大学毕业证成绩单|购买美国ODU文凭证书
 
Students with Oppositional Defiant Disorder
Students with Oppositional Defiant DisorderStudents with Oppositional Defiant Disorder
Students with Oppositional Defiant Disorder
 
美国SU学位证,雪城大学毕业证书1:1制作
美国SU学位证,雪城大学毕业证书1:1制作美国SU学位证,雪城大学毕业证书1:1制作
美国SU学位证,雪城大学毕业证书1:1制作
 
Protection of Children in context of IHL and Counter Terrorism
Protection of Children in context of IHL and  Counter TerrorismProtection of Children in context of IHL and  Counter Terrorism
Protection of Children in context of IHL and Counter Terrorism
 
Nathan_Baughman_Resume_copywriter_and_editor
Nathan_Baughman_Resume_copywriter_and_editorNathan_Baughman_Resume_copywriter_and_editor
Nathan_Baughman_Resume_copywriter_and_editor
 
办理学位证(UoM证书)北安普顿大学毕业证成绩单原版一比一
办理学位证(UoM证书)北安普顿大学毕业证成绩单原版一比一办理学位证(UoM证书)北安普顿大学毕业证成绩单原版一比一
办理学位证(UoM证书)北安普顿大学毕业证成绩单原版一比一
 
原版定制卡尔加里大学毕业证(UC毕业证)留信学历认证
原版定制卡尔加里大学毕业证(UC毕业证)留信学历认证原版定制卡尔加里大学毕业证(UC毕业证)留信学历认证
原版定制卡尔加里大学毕业证(UC毕业证)留信学历认证
 
Back on Track: Navigating the Return to Work after Parental Leave
Back on Track: Navigating the Return to Work after Parental LeaveBack on Track: Navigating the Return to Work after Parental Leave
Back on Track: Navigating the Return to Work after Parental Leave
 
Introduction to Political Parties (1).ppt
Introduction to Political Parties (1).pptIntroduction to Political Parties (1).ppt
Introduction to Political Parties (1).ppt
 
格里菲斯大学毕业证(Griffith毕业证)#文凭成绩单#真实留信学历认证永久存档
格里菲斯大学毕业证(Griffith毕业证)#文凭成绩单#真实留信学历认证永久存档格里菲斯大学毕业证(Griffith毕业证)#文凭成绩单#真实留信学历认证永久存档
格里菲斯大学毕业证(Griffith毕业证)#文凭成绩单#真实留信学历认证永久存档
 
Application deck- Cyril Caudroy-2024.pdf
Application deck- Cyril Caudroy-2024.pdfApplication deck- Cyril Caudroy-2024.pdf
Application deck- Cyril Caudroy-2024.pdf
 
办理哈珀亚当斯大学学院毕业证书文凭学位证书
办理哈珀亚当斯大学学院毕业证书文凭学位证书办理哈珀亚当斯大学学院毕业证书文凭学位证书
办理哈珀亚当斯大学学院毕业证书文凭学位证书
 
Gurgaon Call Girls: Free Delivery 24x7 at Your Doorstep G.G.N = 8377087607
Gurgaon Call Girls: Free Delivery 24x7 at Your Doorstep G.G.N = 8377087607Gurgaon Call Girls: Free Delivery 24x7 at Your Doorstep G.G.N = 8377087607
Gurgaon Call Girls: Free Delivery 24x7 at Your Doorstep G.G.N = 8377087607
 
原版快速办理MQU毕业证麦考瑞大学毕业证成绩单留信学历认证
原版快速办理MQU毕业证麦考瑞大学毕业证成绩单留信学历认证原版快速办理MQU毕业证麦考瑞大学毕业证成绩单留信学历认证
原版快速办理MQU毕业证麦考瑞大学毕业证成绩单留信学历认证
 
The Next Things To Immediately Do About Mating Press
The Next Things To Immediately Do About Mating PressThe Next Things To Immediately Do About Mating Press
The Next Things To Immediately Do About Mating Press
 
Jumark Morit Diezmo- Career portfolio- BPED 3A
Jumark Morit Diezmo- Career portfolio- BPED 3AJumark Morit Diezmo- Career portfolio- BPED 3A
Jumark Morit Diezmo- Career portfolio- BPED 3A
 
办理学位证(Massey证书)新西兰梅西大学毕业证成绩单原版一比一
办理学位证(Massey证书)新西兰梅西大学毕业证成绩单原版一比一办理学位证(Massey证书)新西兰梅西大学毕业证成绩单原版一比一
办理学位证(Massey证书)新西兰梅西大学毕业证成绩单原版一比一
 
Escort Service Andheri WhatsApp:+91-9833363713
Escort Service Andheri WhatsApp:+91-9833363713Escort Service Andheri WhatsApp:+91-9833363713
Escort Service Andheri WhatsApp:+91-9833363713
 
Black and White Minimalist Co Letter.pdf
Black and White Minimalist Co Letter.pdfBlack and White Minimalist Co Letter.pdf
Black and White Minimalist Co Letter.pdf
 

There Are Only 3 True Interview Questions

  • 1. 3 THERE ARE ONLY TRUE JOB INTERVIEW QUESTIONS
  • 2. There Are Only Three True Job Interviewing for Strengths Interviewing for strengths is not a game. It’s Interview Questions about figuring out if there is a match between the strengths required for success in the role and the candidate’s strengths. If you accept that, then the The only three true job interview questions are: advice for interviewers and interviewees are mirror 1. Can you do the job? images of each other. 2. Will you love the job? Advice for Interviewers 3. Can we tolerate working with you? Figure out what strengths you’re looking for. Tell the interviewee what they are. Ask the interviewee for That’s it. Those three. Think back, every question you’ve ever posed to others examples of behavior that evidences those strengths. (Using the Working Girl question to probe.) or had asked of you in a job interview is a subset of a deeper in-depth follow- up to one of these three key questions. Each question may be asked using Advice for Interviewees Figure out what strengths the interviewer is looking different words, but every question, however it is phrased, is just a variation on for. Give him or her examples of behavior that one of these topics: Strengths, Motivation, and Fit. evidences those strengths. STAR Behavioral Interviews Can You Do the Job? – Strengths When I interview someone, I generally follow the same script, telling people: I’m going to do a behavioral interview. I’m looking for evidence of strengths in what you’ve done in the past. I’ll tell you the strength I’m looking for and ask you for an example. It’s helpful if you use a STAR framework in your answer. ST: Situation (Briefly – just enough to help me under- stand the context for your actions.) A: Action (Elaborate here. What you did. Use the word “I.”) R: Result (Briefly – just enough to show me the value or impact of what you did.) The questions aren’t important. The answers are. So, if I ask a question that doesn’t trigger a good example, let’s skip that one and find another way to get exam- ples of your strengths. Strengths Definition Gallup’s Marcus Buckingham and Don Clifton provide an excellent definition of strengths in Now Discover Your Strengths (New York: Free Press, 2001). Talent: Innate areas of potential strength (probably Executive Search firm Heidrick & Struggles CEO, Kevin Kelly explained to me present at birth) that it’s not just about the technical skills, but also about leadership and Knowledge: Things people are aware of, facts and les- interpersonal strengths. Technical skills help you climb the ladder. As you get sons learned (through courses, mentors, reading, etc.) there, managing up, down, and across become more important. Skills: How to-s, or steps of an activity (generally You can’t tell by looking at a piece of paper what some of the strengths acquired through deliberate practice) and weaknesses really are…We ask for specific examples of not only what’s With that in mind, as an interviewer, make sure you been successful but what they’ve done that hasn’t gone well or a task understand the driving talent behind an individual’s they’ve, quite frankly, failed at and how they learned from that experience strength, how they acquired their knowledge of the subject and what they’ve done to practice the skill. and what they’d do different in a new scenario. Then you can be sure you’ve identified a real strength. Not only is it important to look at the technical skill set they have…but also the strengths on what I call the EQ side of the equation in terms of getting along and dealing or interacting with people. © Copyright Forbes 2012 There Are Only Three True Job Interview Questions | 01
  • 3. Will You Love the Job? -Motivation Interviewing for Motivation Interviewing for motivation is much less straight- forward than interviewing for strengths. Part of the problem is that it’s hard to put your finger on what really motivates someone. The other part of the problem is that interviewee’s will have a bias to come across as motivated even if they aren’t sure. While they may not be sure they want to do the job, they are generally motivated to get you to offer them the job. On one level, motivation is born of • How activities fit with a person’s likes/dislikes/ideal job critera and • How the job will help them progress towards their Cornerstone International Group CEO, Bill Guy emphasizes the changing nature long-term goal. of motivation, On another level, people strive for happiness. My working theory of happiness, born out by deep anal- …younger employees do not wish to get paid merely for working hard— ysis of a very sophisticated Harvard survey, is that just the reverse: they will work hard because they enjoy their environment happiness is good. Actually, it’s three goods: Good and the challenges associated with their work…. Executives who embrace for others, good for me, good at it. this new management style are attracting and retaining better employees. Good for others: This is about finding meaning in the work (impact on others, match with values). Can We Tolerate Working With You? – Fit People that care about this want a share in shaping the destiny of the firm (influence, being informed) Good at it: This is about the match of activities with strengths, and resources (support and time). Over time, some people care about employability (learning, development, resume builder) Good for me: This is about near term pleasure (enjoyable work/activities, fit with life interest). Compensation is also a factor (monetary, non-mone- tary rewards, recognition, respect) Advice for Interviewers Heidrick & Struggles’ Kevin Kelly had some helpful perspective on this. He told me that he likes to ask Continuing on with our conversation, Heidrick’s Kelly went on to explain the two questions to get at motivation: importance of cultural fit: 1) “What gets you out of bed in the morning (other than your alarm clock)?”. This helps him get at A lot of it is cultural fit and whether they are going to fit well into the what’s important to people now. organization… The perception is that when (senior leaders) come into the 2) “Talk about some of the most significant memories firm, a totally new environment, they know everything. And they could you have had throughout your career and what it is do little things such as send emails in a voicemail culture that tend to that got you through those times either good or bad.” negatively snowball over time. Feedback or onboarding is critical. If you This helps him get at patterns and trends. don’t get that feedback, you will get turnover later on. Advice for Interviewees Be ready to deal with concerns that you may be He made the same point earlier in an interview with Smart Business, over-qualified for the job. This requires an interview referencing Heidrick’s internal study of 20,000 searches. judo response: I’m concerned that you may be over-qualified for this job. 40 percent of senior executives leave organizations or are fired or pushed I am – if you want the organization to stay the way it out within 18 months. It’s not because they’re dumb; it’s because a lot of is. You’d be hiring me to take it to the next level. I’m times culturally they may not fit in with the organization or it’s not clearly not interested in the job the way it is. I’m interested in articulated to them as they joined. the job the way it’s going to be. © Copyright Forbes 2012 There Are Only Three True Job Interview Questions | 02
  • 4. Preparing for Interviews Interviewing for Fit If you’re the one doing the interviewing, get clear on what strengths, To be clear, this is an attempt to make an inherently motivational and fit insights you’re looking for before you go into your complex and ambiguous subject simpler and more straightforward. It’s worth it because poor cultural interviews. fit is the #1 stated reason for a new leader’s failure. (Of course, stated and actual don’t always match. See If you’re the one being interviewed, prepare by thinking through examples The top three excuses for onboarding failures.) that illustrate your strengths, what motivates you about the organization and The fundamental questions and interviewer is role you’re interviewing for, and the fit between your own preferences and the getting at around fit are: organization’s Behaviors, Relationships, Attitudes, Values, and Environment 1) Will the organization be better off with you in it (BRAVE). But remember that interviews are exercises in solution selling. They over time? are not about you. 2) Will you change us for the better? (Will you be good for us?) Think of the interview process as a chance for you to show your ability to solve Brave Fit the organization and interviewer’s problem. That’s why you need to highlight The BRAVE framework may have applicability: strengths in the areas most important to the interviewers, talk about how you Behave: would be motivated by the role’s challenges, and discuss why you would be a The way people act, make decisions, control the BRAVE fit with the organization’s culture. business, etc. Relate: Executive Onboarding The way people communicate with each other (including mode, manner and frequency), engage in Once you’ve got the job, be sure to pay attention to executive onboarding, the intellectual debate, manage conflict, etc. key to accelerating success and reducing risk in a new job. Attitude: This is a big part of step 1 of The New Leader’s Playbook: Position Yourself for How people feel about the organization’s purpose, mission, vision, identify with the subgroup, group, Success organization as a whole, etc. There are several components of this including positioning yourself for a Values: leadership role, selling before you buy, mapping and avoiding the most People’s underlying beliefs, approach to learning, risk, time horizons, etc. common land mines, uncovering hidden risks in the organization, role, and fit, and choosing the right approach for your transition type. Environment: The way people approach the work environment in terms formality/informality of preferred office layout, etc. The suggested approach for an interviewer is to assess the interviewee’s BRAVE preferences and then line them up with the culture. The suggested approach for the interviewee is to do the same thing in reverse. This is one area where no one should play any games. There’s no upside for either the organization or the interviewee to try to be something different than what they are. They will get caught sooner or later. And the later they get caught, the more painful it will be since culture is the only truly sustainable competitive advantage. © Copyright Forbes 2012 There Are Only Three True Job Interview Questions | 03