Don’t Take This Job!

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There are a couple key question that needs to be asked during every interview that provides invaluable understanding into a candidate’s suitability. ” He states that the response to this question isn’t only a precursor of future behavior, but gives you also, the potential employer, valuable insight concerning the candidate’s thought process when making important decisions. So if money is the only factor luring them off their current position away, chances are they’ll leave their new position when a much better offer comes along.

I don’t disagree with this type of reasoning; I’m lucky to have observed firsthand the inter-workings of a Welch-run corporation (he was my employer for four years, having cut my tooth with the appliance division right out of university). I think GE will a good job determining and developing management talent. A significant part of their corporate culture is to market from within, made easier by the known fact that they have a massive workforce of people to choose from.

However, with job-hopping is becoming a lot more prevalent (and skillfully acceptable), I don’t feel the answer to that question gives you enough information about the candidate and his or her career targets. ” At the time I didn’t place much weight on the candidate’s response (unless it was totally something out of still left field) because this question typically elicited a universal, corporate answer that rarely influenced me one way or another. I’ve always believed that if you are capable of bringing significant value to an organization then people are going to recognize it and new opportunities will present themselves all the time.

So how will you know what you’re heading to be doing five years from now any more than you know who’s going to be contacting you on the telephone in the next five minutes? This is not an invalid question; however, I don’t think the average candidate understands how to properly answer it nor do I think the common interviewer understands what they should be looking for in the applicant’s response.

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This can be an article/take-home question; one that requires a genuine and comprehensive self-analysis and the off-the-cuff answer generally will not provide any insight worth considering during the evaluation process. Therefore, the one question I always ask when interviewing candidates is essentially a hybrid of these two. It can a great job of checking a targeted dialogue, one which gives me an easy perspective of the applicant’s accomplishments and goals and helps me to attract conclusions about their profession route and overall potential.

I ask, “Can I am strolled by you through the last 5 many years of your profession? ” Thus giving you a variety of information as opposed to just focusing on their last position. For example, it doesn’t always raise a red flag for me personally when I listen to someone say they didn’t be friends with their immediate supervisor or that they disagreed with the overall direction of the company.

However, if they didn’t get along with the last three supervisors they worked for then were establishing an alarming design. Jobs aren’t forever and for the majority of us the days of going to work for just one company and remaining there for the rest of our career is over with. That said, I like to establish a reasonable timeframe for work longevity in a particular role when performing a search, both with my client and the applicants.

Typically, 12 months range its in the 3 to 5. Therefore the follow-up question which I ask all viable candidates is, “Were one to accept this position, every day for another five years is this a role you feel you would enjoy doing? ” is a good sign. Raised eyebrows and a pensive look aren’t. Keep in mind that this isn’t a qualifying question: it’s a dis-qualifying question. An affirmative response does not bring close to as much weight as a negative one does anywhere. Remember, many people are not fired or displaced from their jobs; they leave independently free will. It’s likely that your employees are going to leave you before you decide it’s time for them to leave.

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