Podcast
Questions and Answers
What is the primary purpose of Brown Shorts interview questions?
What is the primary purpose of Brown Shorts interview questions?
- To reveal a candidate's true attitude by circumventing rehearsed answers. (correct)
- To assess a candidate's technical skills and experience.
- To evaluate a candidate’s ability to solve complex problems.
- To measure a candidate's knowledge of the company's history.
What is the typical number of Brown Shorts questions used in an interview?
What is the typical number of Brown Shorts questions used in an interview?
- 8-10 questions
- 10-12 questions
- 5-6 questions (correct)
- 2-3 questions
What is the basis for crafting Brown Shorts interview questions?
What is the basis for crafting Brown Shorts interview questions?
- Questions that test technical skills relevant to the position.
- Generic behavioral interview questions found online.
- Specific high and low performer attitudes identified within the organization's culture. (correct)
- Standardized questions approved by HR.
What is the intended result of using Brown Shorts interview questions during the interview process?
What is the intended result of using Brown Shorts interview questions during the interview process?
What was unique about the hiring research at MOKA, as described in the text?
What was unique about the hiring research at MOKA, as described in the text?
According to the data provided, what was the main difference between Program A and Program B regarding employee departures?
According to the data provided, what was the main difference between Program A and Program B regarding employee departures?
Company X identified that high-performing employees who don't know how to do something will generally do what?
Company X identified that high-performing employees who don't know how to do something will generally do what?
What is the main objective of Step 3 in the four-step Brown Shorts question creation process?
What is the main objective of Step 3 in the four-step Brown Shorts question creation process?
What is a common behavior of low performers when something goes wrong at Company X?
What is a common behavior of low performers when something goes wrong at Company X?
Which of the following is NOT a characteristic of high performers at Company X, according to the text?
Which of the following is NOT a characteristic of high performers at Company X, according to the text?
What is the primary purpose of using 'Differential Situations' in interviews, according to the text?
What is the primary purpose of using 'Differential Situations' in interviews, according to the text?
What is the primary reason that brainteaser questions are considered ineffective for differentiating between high and low performers?
What is the primary reason that brainteaser questions are considered ineffective for differentiating between high and low performers?
According to the content, what should an organization do if an interview question does not generate different responses from high and low performers?
According to the content, what should an organization do if an interview question does not generate different responses from high and low performers?
What is the main finding of the 'Brown Shorts Discovery' at Company X, according to the text?
What is the main finding of the 'Brown Shorts Discovery' at Company X, according to the text?
According to the content, how do high performers typically react when they encounter a task they do not know how to complete?
According to the content, how do high performers typically react when they encounter a task they do not know how to complete?
According to the content, what is a typical negative reaction of low performers when they are asked to do something outside their official responsibilities?
According to the content, what is a typical negative reaction of low performers when they are asked to do something outside their official responsibilities?
What is the correct way to start a ‘Brown Shorts question’ according to the content?
What is the correct way to start a ‘Brown Shorts question’ according to the content?
What does the content say about the importance of 'hanging' a 'Brown Shorts' interview question, rather than adding a leading phrase?
What does the content say about the importance of 'hanging' a 'Brown Shorts' interview question, rather than adding a leading phrase?
What is a key factor in determining the effectiveness of responses to difficult customer questions?
What is a key factor in determining the effectiveness of responses to difficult customer questions?
What is a crucial difference between high and low performers, based on the ‘Brown Shorts Discovery’ mentioned in the text?
What is a crucial difference between high and low performers, based on the ‘Brown Shorts Discovery’ mentioned in the text?
Why are 'open to interpretation' questions useful in Brown Shorts interviews?
Why are 'open to interpretation' questions useful in Brown Shorts interviews?
In the context of Brown Shorts interviewing, what is a 'Differential Situation' used to assess?
In the context of Brown Shorts interviewing, what is a 'Differential Situation' used to assess?
The example of asking about 'thinking outside the box' highlights what about Brown Shorts interview questions?
The example of asking about 'thinking outside the box' highlights what about Brown Shorts interview questions?
What is a key characteristic of people who are good at interviewing?
What is a key characteristic of people who are good at interviewing?
What is the main purpose of using the phrase 'Could you tell me...?' instead of 'Tell me about...?' during an interview?
What is the main purpose of using the phrase 'Could you tell me...?' instead of 'Tell me about...?' during an interview?
What does the text suggest is the key factor in interpersonal communication?
What does the text suggest is the key factor in interpersonal communication?
What is the first step in creating the 'Brown Shorts Interview Questions' according to the text?
What is the first step in creating the 'Brown Shorts Interview Questions' according to the text?
What does the text say is a sign of a likely low performer when they are asked about a time they tried to fix something that didn't work?
What does the text say is a sign of a likely low performer when they are asked about a time they tried to fix something that didn't work?
What is a characteristic of a high-performing self-directed learner?
What is a characteristic of a high-performing self-directed learner?
In the context of the 'Brown Shorts Interview Questions,' what is meant by 'Differential Situation'?
In the context of the 'Brown Shorts Interview Questions,' what is meant by 'Differential Situation'?
What does the text say about the approach to interview questions such as 'Tell me about...' ?
What does the text say about the approach to interview questions such as 'Tell me about...' ?
What should one do after posing a 'Brown Shorts Interview Question'?
What should one do after posing a 'Brown Shorts Interview Question'?
What is a key difference between 'problem bringers' and 'problem solvers' according to the text?
What is a key difference between 'problem bringers' and 'problem solvers' according to the text?
What does the text advise to do when faced with a problem that a past solution failed to resolve?
What does the text advise to do when faced with a problem that a past solution failed to resolve?
What is the next step after identifying a 'Differential Situation' in the 'Brown Shorts' interview question creation process?
What is the next step after identifying a 'Differential Situation' in the 'Brown Shorts' interview question creation process?
What should a 'Brown Shorts' interview question NOT do?
What should a 'Brown Shorts' interview question NOT do?
What was a key factor in handling a difficult customer?
What was a key factor in handling a difficult customer?
How did the employee respond when they made a mistake with the customer's report?
How did the employee respond when they made a mistake with the customer's report?
When faced with a software design problem, what did the person do initially when their fixes failed?
When faced with a software design problem, what did the person do initially when their fixes failed?
What was the key learning after the initial experience of a solution not working?
What was the key learning after the initial experience of a solution not working?
Why is it important to distribute questions across multiple people when seeking assistance for a difficult issue?
Why is it important to distribute questions across multiple people when seeking assistance for a difficult issue?
What does the text imply about leveraging other people's expertise to solve a problem?
What does the text imply about leveraging other people's expertise to solve a problem?
Flashcards
Brown Shorts Questions
Brown Shorts Questions
Interview questions designed to assess candidate attitudes critical to organizational success.
High and Low Performer Attitudes
High and Low Performer Attitudes
Key attitudes that predict success or failure in an organization.
Raw Truth in Interviews
Raw Truth in Interviews
Authentic responses from candidates about previous experiences.
Impact of Brown Shorts Questions
Impact of Brown Shorts Questions
Signup and view all the flashcards
MOKA Case Study
MOKA Case Study
Signup and view all the flashcards
Differential Situations
Differential Situations
Signup and view all the flashcards
Effectiveness of Interview Questions
Effectiveness of Interview Questions
Signup and view all the flashcards
Brown Shorts Discovery
Brown Shorts Discovery
Signup and view all the flashcards
High Performers Attitude
High Performers Attitude
Signup and view all the flashcards
Low Performers Attitude
Low Performers Attitude
Signup and view all the flashcards
Framing Interview Questions
Framing Interview Questions
Signup and view all the flashcards
Situation-Focused Questions
Situation-Focused Questions
Signup and view all the flashcards
Importance of Attitude in Performance
Importance of Attitude in Performance
Signup and view all the flashcards
Turnover Rate
Turnover Rate
Signup and view all the flashcards
Brown Shorts Method
Brown Shorts Method
Signup and view all the flashcards
High Performers
High Performers
Signup and view all the flashcards
Low Performers
Low Performers
Signup and view all the flashcards
Brown Shorts Characteristics
Brown Shorts Characteristics
Signup and view all the flashcards
Interviewee Guardedness
Interviewee Guardedness
Signup and view all the flashcards
Conversational Approach
Conversational Approach
Signup and view all the flashcards
Control in Dialogue
Control in Dialogue
Signup and view all the flashcards
Effective Questioning
Effective Questioning
Signup and view all the flashcards
Psychological Power Dynamics
Psychological Power Dynamics
Signup and view all the flashcards
Opposite Responses
Opposite Responses
Signup and view all the flashcards
Interview Performance Importance
Interview Performance Importance
Signup and view all the flashcards
Leaving Questions Open-Ended
Leaving Questions Open-Ended
Signup and view all the flashcards
Positive Affect in High Performers
Positive Affect in High Performers
Signup and view all the flashcards
Interpreting Cultural Differences
Interpreting Cultural Differences
Signup and view all the flashcards
Open Interpretation Questions
Open Interpretation Questions
Signup and view all the flashcards
Brown Shorts Answer Guidelines
Brown Shorts Answer Guidelines
Signup and view all the flashcards
Learning from Failure
Learning from Failure
Signup and view all the flashcards
Problem Solvers vs. Problem Bringers
Problem Solvers vs. Problem Bringers
Signup and view all the flashcards
Team Involvement
Team Involvement
Signup and view all the flashcards
Asking Effective Questions
Asking Effective Questions
Signup and view all the flashcards
Taking Responsibility
Taking Responsibility
Signup and view all the flashcards
Handling Difficult Customers
Handling Difficult Customers
Signup and view all the flashcards
The Right Attitude in Responses
The Right Attitude in Responses
Signup and view all the flashcards
Quality Data Assistance
Quality Data Assistance
Signup and view all the flashcards
Continuous Improvement
Continuous Improvement
Signup and view all the flashcards
Study Notes
Brown Shorts Interview Questions
-
Purpose: To uncover candidates' true attitudes, bypassing prepared answers and rehearsed scripts.
-
How it Works: Present candidates with situations relating to identified high and low performer attitudes within your organization.
-
Effectiveness: Five to six questions are often sufficient. Significant improvements in hiring success are reported by organizations using this method.
-
Example: Nonprofit organization MOKA saw a marked reduction in turnover using the Brown Shorts method.
Creating Brown Shorts Questions
- Four-Step Process:
- Choose a Brown Shorts characteristic (e.g., collaboration, responsibility).
- Identify a Differential Situation (where high/low performers react differently).
- Frame the question: "Could you tell me about a time you...?" followed by the identified situation.
- Leave the question open-ended. Avoid leading questions.
Brown Shorts Characteristics (Example - Company X)
- High Performers: Highly collaborative, share feedback constructively, take responsibility for work quality/timeliness, are self-directed learners.
- Low Performers: Seek individual recognition, share feedback in belittling ways, blame others, have a negative disposition, resist new situations.
Differential Situations (Example)
-
Facing problems: How do they respond? High performers seek solutions, while low performers blame others.
-
Receiving recognition: High performers demure; low performers seek it aggressively.
-
Dealing with significant changes: How do they adapt? High performers embrace change; low performers resist.
-
Learning new skills: How do they approach new tasks? High performers actively seek information; low performers resist and complain.
-
Facing failure: How do they react? High performers view it as a learning opportunity; low performers give up or blame others.
Brown Shorts Question Examples
- Example 1 (Company X): "Could you tell me about a time you tried to fix or improve something, but it just didn’t work?"
-Low performer example responses often centered on problems without solutions, or blaming others.
- High performer example responses focused on learning from failure, seeking suggestions, and problem solving collaboratively.
- Example 2 (Difficult Customer): "Could you tell me about a customer you found particularly difficult to work with?"
Interpretations and Standards
-
Open to Interpretation: Brown Shorts questions are designed to be open-ended, allowing candidates to reveal their standards and perceptions. Answers reflect candidates' perspectives.
-
Important to note: The value of the answer depends on the organizational culture, for instance, what constitutes solving a difficult customer issues in one company may be viewed as a total failure in another.
Beyond Brown Shorts Questions : The Coachability Question
- Purpose: Assesses coachability, a crucial characteristic.
- Five-Part Question:
- Confirm boss's name and spelling.
- Ask about the boss's qualities.
- Questions about what the candidate wishes the boss had done more/less of.
- Ask what the candidate believes the boss thought were their strengths/weaknesses.
- Benefits of Coachability: It reveals the extent to which a candidate is self-aware, open to feedback, and anticipates management perceptions.
Studying That Suits You
Use AI to generate personalized quizzes and flashcards to suit your learning preferences.
