When I interview people, I always ask, “Why do you want to be in this business?” If someone doesn’t immediately have an energetic, authentic response, that it is a huge red flag for me.
It’s shocking how many people come in for very high-level jobs and it’s clear they haven’t even been on our company’s website.
I want someone who is superpassionate about excellence and who gets the biggest charge out of doing something extraordinary. They’re seeking that charge out of their jobs.
When I recruit someone who already has a job and is not looking, I often ask them to go to the interview just to have a look-see. If they are happy where they are it has to be substantially better to get them to move and I can't tell them that it is for sure.
So, that kind of candidate is going to go out to the meeting waiting to be sold. Would Shanti reject him? It sounds like it but that might be a mistake.
No one is honest when there is a punishment for honesty.
Ask an employee if the incentive program drives her performance and she'll say no. Why? Because she doesn't want to admit (or believe) that she is influenced by a small reward. Then, ask she ever checks her score against her colleagues. Of course she does. They all do.
The lesson? Often, you can't ask people questions directly and get a straight answer. Instead, you have to probe for clues. When they can't see where the question is leading, they'll tell you the truth.
One of the best things to ask about are their very specific behaviours.
Requiring candidates to provide details about the years they attended school or the name of the school itself could reveal the candidate’s age, religious affiliation and place of origin.
Hey! When I get resumes that don't have dates on the education my clients tell me to go back and ask the candidates when they graduated. Is that illegal?
Often the candidates don't include any history beyond ten years in the past. It's obvious that they didn't start their careers as managers. Should the law prevent us from asking for the rest of the resume if that is going to reveal the person's age?
Is age relevant? Lots of people think so. If they see that you are 40 and you've been in the same job for five years, hiring managers think of you differently than someone who is, say, 30 and been in that job for five years. Career progression is said to be one sign that separates good from mediocre candidates.
There has been an ongoing argument for some time about the victims of mass murders like those at Virginia Tech, Columbine and the École Polytechnique in Montreal.
Americans might not know much about the massacre in Montreal. On December 6, 1989, armed with a semi-automatic rifle, Marc Lépine walked into a classroom at a technical college and ordered the men (about 50 of them) to leave. He then shot the nine women who remained and moved to other areas of the building, killing in the end, fourteen women and wounding ten other women and four men.
The first few times things like this happen, it's fair to assume that cooperation with the assailant might be the best course of action. But once the general public has seen that retreat merely empowers someone who has a firm intent to do damage, the only sensible thing to do is fight back just like the passengers did on Flight 93 once they realized that the hijackers were only out to kill.
Recklessness is foolish but the willingness to act, despite danger, when the situation demands, is an incredible virtue. I'm wondering how it manifests itself in business and if anyone takes this into consideration in hiring. I assume that some psychological testing asks questions that indirectly measure courage. Does anyone know more about this?
Leslie Stahl of 60 Minutes was, apparently, informed in advance that Nick Sarkozy, the president of France, would not answer questions about his personal life but she felt compelled to ask persistent questions all the same. The result: Sarko shook her hand, patted her on the shoulder and walked out.