Last week’s post was directed at helping you with an inexperienced, un-trained interviewer. Unfortunately, you are likely to meet those folks far more often than the experienced, well-trained interviewer. The suggestions I provided last week are also useful when talking with a competent interviewer. And let’s face it, you probably will not know in advance the competency of your interviewer so prepare for the worst and hope for the best.
Speaking of well-trained, highly competent interviewers, I can thank my colleague, Stan for this week’s topic. When reviewing my post with Stan last week, he asked me what “knock-out” questions I used in my interviews. I was confident that I knew what he meant, but just to be sure, I asked him for an explanation. A highly useful interview question, I did not want to make any poor assumptions. Stan told me that he used a few interview questions that if poorly answered would eliminate the candidate from further consideration. He provided the following examples.
- If we hire you, what is your plan for the next 30, 60, and 90 days?
- Why should we hire you instead of the other highly qualified candidates in the queue?
- Why do you want to work here?
- What motivates you more, the thrill of winning or the fear of losing?
As it turns out, Stan and I were on the same page however, my methodology gets to the “knock-out” issue (suitability for the job) in a different way, which may become another blog post. These questions are meant to learn how the candidate will approach her work and how she might set priorities. They surface issues which the candidate should have given serious consideration and preparation to discuss. The response gives the interviewer insight into the candidate’s thought process. Additionally, they help the hiring manager gauge the candidates’ interest level for the job in question. Poor unfocused answers are a big red flag. If the candidate has not given any thought to these questions then she is likely not a good fit for the job. “Knock-out” questions help the interviewer validate the candidate’s Executive skills, (ability) motivation ( interest level) and fit (cultural).
Executive Skills:
- Strategic thinking
- Goal Orientation
- Leadership ability
- Technical Proficiency
Motivation
- Self-awareness
- Personal drivers
- Career Goals
- Understands the job and expectations for success
- Is very interested in the job in question
Fit
- Understands and shares our values
- Belief in our product/service/mission
- Experience working in a similar culture
So, the “knock-out” question is meant to qualify/disqualify the candidate on the most fundamental issues of concern to any hiring manager. A satisfactory answer does not mean that one will get the job. It is the ante. The price of poker, so to speak. They are meant as a starting point to understand the three big questions on the mind of the hiring manager; 1) can he do the job, 2) will he do the job, and 3) will he fit our culture.
An executive recruiter begins with the same fundamental questions. He may arrive as his answers in a different way, but the result is the same. If you are not working through a third party recruiter you should give serious consideration as to how you answer these questions, as well. It would be useful to talk with other experienced hiring managers to understand their knock out questions.
To be successful in front of an experienced interviewer requires preparation. Give ample thought to the job you seek! Know the kind of questions interviewers use to qualify candidates at the most fundamental level. Preparation is the key to success in any endeavor. Ace your next interview by developing great answers to the obvious ‘knock-out” questions.
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Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com