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Maybe your favorite interview question is one of the most common interview questions. Maybe it's one of the most common behavioral interview questions. Or maybe you have a less conventional interview question you like to ask, like those asked by these company founders and CEOs. What is your favorite interview question? To find out, we asked the Inc. community on LinkedIn to provide their favorites, as well as their reasons why. Below are some of the responses; go here and here to see them all. 1. "What is the hardest thing you've ever done?" The answer can be personal or professional. What the candidate accomplished isn't as important as how -- and why. What were the hurdles? What were the roadblocks? Did the candidate seek help? Does the candidate credit the people who helped? The answer also can provide insight into how the candidate defines "hard," and how their perspective align with the challenges your business faces.
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I can admit it now; I was completely clueless about a lot of things in my first job out of college. From navigating complicated office hierarchies to knowing exactly what to wear in the workplace, and just exactly how I was supposed to figure things out myself when I had no idea what I was doing. It took me a while to understand the etiquette and unspoken rules of the workplace that now seem so obvious. Of course, I learned with time and would probably not trade my then-naivety for anything else. It did, after all, force me to learn lessons that are so drilled in my head now as a working person. If it wasn’t for my cringeworthy expectation that I was always going to be given clear instructions and then realizing I was wrong, my brain wouldn’t be set to the “automatically anticipate needs” mode that it’s on today. If it wasn’t for me being completely unhappy (and useless) in my first job, I might not have been brave enough to take the plunge and pursue the career that I really wanted.
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You already know that asking for help in your job search is a smart thing to do–that’s why you did it. Research suggests that the vast majority of job offers come by networking (no surprise there), but especially through those “weak connections” in your professional circle–that intern manager from a few years back, the marketing exec you met briefly at a conference and forgot to take out for coffee afterward. Since it’s these sorts of people who actually tend to prove most helpful, it can be tricky to enlist their support. They’re not close friends or colleagues, so they may not have a strong personal stake in seeing you succeed. But many are willing to offer a hand, just as long as you don’t give them reason to regret it. Here are some of the most common ways job seekers wind up stepping on their contacts’ toes or wasting their time, and what it takes to avoid doing so.
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HR leaders are sizing up a handful of challenges that they weren't yet facing in the early days of 2016. Over the next 12 months the solutions to those obstacles will have to evolve and adapt as the overall business world does the same. Still, it's worth taking a look back at what's changed in the past year in order to see what's in store for human resources professionals in 2017. These are five of the biggest trends impacting the field right now.
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However the hiring process may be changing, there's no sign job interviews are going away from it. It's still almost unthinkable to land a job offer without going through some form of interview, whether in person or remotely. But anybody who's been on a handful of them knows how much one job interview can differ from the next—despite the plethora of advice about the best questions for hiring managers to ask and which cues to look for. As a result, some job interviews are much more effective than others at sorting out whether a given candidate is the right fit. After all, while humans in general are fairly good judges of one another's character, plenty aren't but still think that they are. There are ways to control for this variability, but that means turning the interview process into more of a science than an art. Still, there may be some serious upsides to doing that. Here are a few of them, and what it might take to do it.
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When it comes to hiring, in many cases, past performance does not guarantee future success. You want to make sure that you find a candidate that’s motivated, and a good fit for your company’s culture. That’s why you should focus on hiring smart talent, rather than direct experience. Executive research adviser Claudio Fernández-Aráoz defines potential as “the ability to adapt and grow into increasingly complex roles and environments”. Candidates with potential are passionate learners who are dedicated to the growth of their team, which makes them an invaluable asset. How resourceful a candidate has been in the past can often be a better indicator of how well they will perform once hired. Claudio Fernández-Aráoz also said that “Having spent 30 years evaluating and tracking executives and studying the factors in their performance, I now consider potential to be the most important predictor of success at all levels, from junior management to the C-suite and the board”.
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A good resume can blow you away. Impressive universities and company histories may be exactly what you are looking for. A job applicant might say all the right things in the interview, at which they're wearing a perfectly pressed suit and spit-shined shoes. This is the new hire, right? Except, at your company, t-shirts and jeans aren't just for casual Fridays. Where you went to school isn't as important as the passions you pursue on a daily basis. Every project is a cross-discipline team effort, and everybody shares credit. That's your company culture, and it's made your business successful. So no, that candidate, as impressive as they are, is not your new hire. The "best fit" candidate is in the eyes of the beholder, which means you can define your ideal applicant however you want to make sure you make the best decision for your job requirement and your culture.
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There are a number of job interview styles, from a structured meeting with a list of questions, to a more relaxed setting with free-flowing conversation. Either way, in most cases CEOs have at least one go-to interview question that they believe reveals everything they need to know about a candidate. Some go for serious, thought-provoking questions. Others believe that culture-focused queries will let the potential employee open up. We asked 28 Australian CEOs of their number one interview question that they ask job candidates, and asked them to explain why they use it. Here’s what they had to say.
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Have you ever heard about someone “cutting the line” to land their dream job? They’re the people getting the perfect position without ever submitting a resume, or negotiating a sweet signing bonus plus five weeks’ vacation, or getting hired for a role the company created just for them. How do they do it? Are they just naturally golden? Or do they know something you don’t? While you might use the word lucky, these folks aren’t necessarily more talented; they’ve simply perfected a way of approaching the job search in a manner others haven’t been trained in (or are fearful of adopting). This out-of-the-box approach gives them a notable advantage when it comes to standing out. So what do they know, and how can you follow their lead to make your next transition not only more quickly, but more successfully as well? Do what they do:
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All job hunters hear the advice to “stand out,” “be different,” and “separate yourself from the crowd.” But what exactly does that mean with regard to your job search? Do you send a fruit basket to your interviewer? Record a video of a company cheer you composed? Or maybe you just try to be your “best self”—whatever that means! Here’s the scoop: You will face competition when applying to most jobs, so the greater the gap you create between you and your fellow applicants, the better. But it’s important to remember that there’s a right way to stand out and a wrong way.
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"I look for someone with something to prove—to your old boss, your dad, your third-grade teacher, yourself. I don’t care where it comes from: You need that hustle." —Emily Weiss, founder and CEO, Glossier "I ask, ‘Think of your worst day—what happens?’ You learn about people’s pet peeves, about what environment won’t work for them. Sometimes they disqualify themselves without realizing it, because they reveal they don’t really want the job." —Tom Ogletree, director of social impact, General Assembly
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There it is: your dream job. There’s just one problem. You don’t meet all the qualifications. It's a conundrum. Should you channel your inner life coach and go for it? Or should you follow the rules and wait until you have the right experience or credentials? If you sit it out, you may miss a great opportunity. On the other hand, you don’t want to waste your time or, worse, alienate hiring managers by wasting theirs. It’s a tough question, but you should almost always err on the side of "go for it," says career expert Cynthia Shapiro author of What Does Somebody Have to Do to Get a Job Around Here? 44 Insider Secrets That Will Get You Hired. After all, everyone has to take a job that stretches skills if they want to move ahead. Before you do, these career coaches and recruiters recommend asking yourself these six questions.
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Trying to impress a hiring manager–without overdoing it–is essential to landing the job. But, what qualifications are most likely to give you a competitive edge? Should you emphasize the years of experience you have under your belt? Or will that cause the hiring manager to question why you haven’t moved up the ranks faster? Should you highlight the fact that achievement comes easily to you? Or will that make you sound lazy? According to a new study conducted by University College London professor Chia-Hung Tsay, when it comes to impressing a hiring manager, natural talent beats experience.
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To graduate on time, you probably needed to declare your major by your sophomore year. But by the time graduation rolls around, it wouldn’t be surprising if your career ambitions have shifted to something outside of your major. Perhaps an internship didn’t turn out how you expected, or certain courses dampened your passion for the occupation you thought you wanted to pursue. So, now you’re in a tough spot, where your degree doesn’t quite line up with what it is you want to do. The upshot? There’s no need to panic. "It’s natural for college students to change their career direction," says Donald Asher, author of How to Get Any Job with Any Major. Furthermore, employers aren’t as hung up on your major as you might think. "Once you step off campus, hiring managers care a lot less about what your major was," says Asher. "They care more about the fact that you have a college degree." After you’ve secured a diploma, it’s time to convince a potential employer to hire you, regardless of what your degree is in. These five steps can help you start off on the right foot.
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We asked readers for their favorite interview questions -- and we weren't disappointed.
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