Hiring for Attitude Ch 3
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Questions and Answers

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?

  • 8-10 questions
  • 10-12 questions
  • 5-6 questions (correct)
  • 2-3 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?

    <p>To obtain authentic insights into how candidates would react to specific situations within the company culture. (C)</p> Signup and view all the answers

    What was unique about the hiring research at MOKA, as described in the text?

    <p>It compared two different hiring programs applied in the same geographic location, one using Brown Shorts, and the other without. (A)</p> Signup and view all the answers

    According to the data provided, what was the main difference between Program A and Program B regarding employee departures?

    <p>Program A had no employees terminated, whereas Program B had a significant number of terminations. (A)</p> Signup and view all the answers

    Company X identified that high-performing employees who don't know how to do something will generally do what?

    <p>Actively search for the information to learn it themselves. (A)</p> Signup and view all the answers

    What is the main objective of Step 3 in the four-step Brown Shorts question creation process?

    <p>To begin the question by asking: 'Could you tell me about a time you...'. (D)</p> Signup and view all the answers

    What is a common behavior of low performers when something goes wrong at Company X?

    <p>They immediately blame others for the issue. (C)</p> Signup and view all the answers

    Which of the following is NOT a characteristic of high performers at Company X, according to the text?

    <p>Insisting on individual recognition instead of shared team credit. (D)</p> Signup and view all the answers

    What is the primary purpose of using 'Differential Situations' in interviews, according to the text?

    <p>To distinguish between high and low performers based on their responses. (D)</p> Signup and view all the answers

    What is the primary reason that brainteaser questions are considered ineffective for differentiating between high and low performers?

    <p>Smart candidates may perform well on brainteasers but still possess poor work attitudes. (C)</p> Signup and view all the answers

    According to the content, what should an organization do if an interview question does not generate different responses from high and low performers?

    <p>Ditch the question because it doesn't provide useful data. (C)</p> Signup and view all the answers

    What is the main finding of the 'Brown Shorts Discovery' at Company X, according to the text?

    <p>High and low performers respond differently when tackling workplace issues. (C)</p> Signup and view all the answers

    According to the content, how do high performers typically react when they encounter a task they do not know how to complete?

    <p>They seek out resources to learn and find a solution. (C)</p> Signup and view all the answers

    According to the content, what is a typical negative reaction of low performers when they are asked to do something outside their official responsibilities?

    <p>They explain why the task cannot be done. (B)</p> Signup and view all the answers

    What is the correct way to start a ‘Brown Shorts question’ according to the content?

    <p>&quot;Could you tell me about a time you...&quot; (A)</p> Signup and view all the answers

    What does the content say about the importance of 'hanging' a 'Brown Shorts' interview question, rather than adding a leading phrase?

    <p>It destroys the effectiveness of the question by producing leading answers. (D)</p> Signup and view all the answers

    What is a key factor in determining the effectiveness of responses to difficult customer questions?

    <p>The company's established 'Brown Shorts' standards. (C)</p> Signup and view all the answers

    What is a crucial difference between high and low performers, based on the ‘Brown Shorts Discovery’ mentioned in the text?

    <p>High performers maintain a positive attitude during difficulties, while low performers have a negative disposition. (D)</p> Signup and view all the answers

    Why are 'open to interpretation' questions useful in Brown Shorts interviews?

    <p>They reveal a candidate's personal standards and values. (D)</p> Signup and view all the answers

    In the context of Brown Shorts interviewing, what is a 'Differential Situation' used to assess?

    <p>The candidate's past work experiences that demonstrate their attitudes and behaviors. (C)</p> Signup and view all the answers

    The example of asking about 'thinking outside the box' highlights what about Brown Shorts interview questions?

    <p>The interpretation of a response depends on the company's internal culture. (A)</p> Signup and view all the answers

    What is a key characteristic of people who are good at interviewing?

    <p>They are skilled at performing and carefully choosing their words. (C)</p> Signup and view all the answers

    What is the main purpose of using the phrase 'Could you tell me...?' instead of 'Tell me about...?' during an interview?

    <p>To make the interviewee feel like they have control over the situation. (C)</p> Signup and view all the answers

    What does the text suggest is the key factor in interpersonal communication?

    <p>Perception of the conversation. (A)</p> Signup and view all the answers

    What is the first step in creating the 'Brown Shorts Interview Questions' according to the text?

    <p>To pick one of the Brown Shorts characteristics. (B)</p> Signup and view all the answers

    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?

    <p>They blame external factors and avoid taking responsibility. (D)</p> Signup and view all the answers

    What is a characteristic of a high-performing self-directed learner?

    <p>They actively look for resources to solve problems. (B)</p> Signup and view all the answers

    In the context of the 'Brown Shorts Interview Questions,' what is meant by 'Differential Situation'?

    <p>A specific context used to extract the characteristic you want from the candidate. (D)</p> Signup and view all the answers

    What does the text say about the approach to interview questions such as 'Tell me about...' ?

    <p>It is perceived as an order rather than a question that can make people guarded. (B)</p> Signup and view all the answers

    What should one do after posing a 'Brown Shorts Interview Question'?

    <p>Leave the question hanging and let the interviewee lead with their response. (A)</p> Signup and view all the answers

    What is a key difference between 'problem bringers' and 'problem solvers' according to the text?

    <p>Problem bringers focus on the initial problem, while problem solvers seek solutions. (B)</p> Signup and view all the answers

    What does the text advise to do when faced with a problem that a past solution failed to resolve?

    <p>Involve others and investigate the issue thoroughly for a new solution. (D)</p> Signup and view all the answers

    What is the next step after identifying a 'Differential Situation' in the 'Brown Shorts' interview question creation process?

    <p>Insert the situation into the question stem. (C)</p> Signup and view all the answers

    What should a 'Brown Shorts' interview question NOT do?

    <p>Allow the candidate to easily guess the 'right' answer. (D)</p> Signup and view all the answers

    What was a key factor in handling a difficult customer?

    <p>Recognizing and addressing the underlying cause of the customer's distress. (D)</p> Signup and view all the answers

    How did the employee respond when they made a mistake with the customer's report?

    <p>They took full accountability and apologized. (B)</p> Signup and view all the answers

    When faced with a software design problem, what did the person do initially when their fixes failed?

    <p>They involved more of the team and asked questions. (D)</p> Signup and view all the answers

    What was the key learning after the initial experience of a solution not working?

    <p>To thoroughly investigate further and collaborate with colleagues (D)</p> Signup and view all the answers

    Why is it important to distribute questions across multiple people when seeking assistance for a difficult issue?

    <p>To avoid burdening any single person with questions. (D)</p> Signup and view all the answers

    What does the text imply about leveraging other people's expertise to solve a problem?

    <p>It is a good way to share credit and not waste company resources. (C)</p> Signup and view all the answers

    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.

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    Description

    Explore the innovative Brown Shorts interviewing method designed to reveal candidates' true attitudes. This quiz provides insights into crafting effective questions that encourage authentic responses while identifying key characteristics of high and low performers. Learn how organizations can improve hiring success using this technique.

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