Hiring for Attitude Ch 4

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Questions and Answers

What was the purpose of the candidates' rating exercise among the hiring managers?

  • To establish a standardized interview question.
  • To create a benchmark for future interviews.
  • To assess their understanding of organizational culture fit. (correct)
  • To determine the best interviewer.

Which aspect of the candidate's response raised concerns among some managers?

  • The candidate's extensive knowledge in engineering protocols.
  • The candidate's cautious approach to unfamiliar situations. (correct)
  • The candidate's willingness to accept constructive criticism.
  • The candidate showed strong leadership skills.

What key issue did the exercise reveal about hiring managers' evaluations?

  • Managers perceived the same qualities differently. (correct)
  • Managers had a unified understanding of candidate assessments.
  • Most managers favored candidates without any experience.
  • There was a lack of varied responses on the rating scale.

What was lacking in the rating scale used by the managers?

<p>Clarity in rating definitions for midpoints. (B)</p> Signup and view all the answers

What did some managers appreciate about the candidate's answer during the exercise?

<p>The candidate's emphasis on protocol adherence. (A)</p> Signup and view all the answers

What is a primary issue regarding the understanding of a company's culture among employees?

<p>A significant portion of employees cannot clearly articulate the company's culture. (A)</p> Signup and view all the answers

How many employees correctly articulated their organization’s goals after being assessed?

<p>17 percent (D)</p> Signup and view all the answers

Why did none of the leaders remember the company’s Mission Statement despite it being printed on their name badges?

<p>They did not have their badges at the retreat. (B)</p> Signup and view all the answers

What is one characteristic identified as driving the success of high performers in the organization?

<p>Taking ownership of problems. (B)</p> Signup and view all the answers

What do Brown Shorts Answer Guidelines include?

<p>A list of Positive Signals and Warning Signs for interview answers. (D)</p> Signup and view all the answers

What common misconception do leaders have regarding their understanding of the company culture?

<p>Leaders think they should not need to explain the culture. (C)</p> Signup and view all the answers

What is one strategy suggested for dealing with challenges at work?

<p>Seek input from your peers to gather different viewpoints. (B)</p> Signup and view all the answers

How did one individual cope with their fear of failing?

<p>They announced their expected failure to reduce pressure. (D)</p> Signup and view all the answers

What was a significant consequence of poor communication from a manager?

<p>It led to confusion and slowed employees' ability to act. (A)</p> Signup and view all the answers

What outcome did the individual achieve by visiting a client in person?

<p>They were able to gain insight and provide an immediate solution. (C)</p> Signup and view all the answers

What does the initiation of a peer forum indicate about leadership style?

<p>An emphasis on collaboration and collective problem-solving. (C)</p> Signup and view all the answers

What is a potential disadvantage of placating clients or coworkers?

<p>It can hide underlying issues that need addressing. (B)</p> Signup and view all the answers

Why might brainstorming in a team meeting be beneficial?

<p>It allows for diverse opinions and clearer problem understanding. (A)</p> Signup and view all the answers

What is a key sign of a poor candidate response during an interview?

<p>Avoidance of taking responsibility and offering vague answers. (B)</p> Signup and view all the answers

Which statement best reflects a Positive Signal in candidate responses?

<p>I take ownership of problems and ensure they are resolved. (A)</p> Signup and view all the answers

What characterizes a Warning Sign in a candidate's response?

<p>I tend to freeze when communication breaks down. (A)</p> Signup and view all the answers

What is an example of a common misconception reflected in the responses mentioned?

<p>Having no mistakes indicates competence and excellence. (B)</p> Signup and view all the answers

Which of the following statements would negatively impact a candidate's fit with the organization?

<p>I often find myself overwhelmed by constant changes. (B)</p> Signup and view all the answers

How should a candidate ideally approach challenges according to the culture described?

<p>Accept challenges and continuously learn from them. (A)</p> Signup and view all the answers

What behavior signals a negative attitude towards responsibility in a candidate's response?

<p>Placing blame for lack of clarity on management. (B)</p> Signup and view all the answers

Which statement aligns with the expectation of self-directed learning?

<p>I actively seek out information and support. (C)</p> Signup and view all the answers

What might be a good response to express accountability in a challenging situation?

<p>I acknowledge my role in the issue and seek resolution. (B)</p> Signup and view all the answers

Which characteristic is NOT a hallmark of high performers in the described organization?

<p>Avoiding ownership of mistakes. (C)</p> Signup and view all the answers

Which of the following demonstrates a proactive approach to challenges?

<p>Consulting peers for feedback on problems. (D)</p> Signup and view all the answers

According to the author, what is a key limitation of asking insightful interview questions without knowing the answer?

<p>It can be challenging to assess the quality of a candidate's response. (D)</p> Signup and view all the answers

Why does the author draw a comparison between interview candidates and physics questions?

<p>To illustrate that both scenarios require the ability to assess complex answers. (D)</p> Signup and view all the answers

What is the main benefit of using Answer Guidelines in the hiring process?

<p>It ensures consistency in evaluating candidate responses. (C)</p> Signup and view all the answers

What does the author mean by "Brown Shorts project"?

<p>A project focusing on identifying the best candidates for specific roles. (D)</p> Signup and view all the answers

What is the author's primary point in this chapter?

<p>Answer Guidelines are essential for accurate and consistent candidate evaluation. (D)</p> Signup and view all the answers

Which of the following examples demonstrates taking ownership of a problem, even if the individual isn't the one providing the solution?

<p>A person explains they are unfamiliar with a customer's request but will connect them with the right expert, keeping both parties updated throughout the process. (C)</p> Signup and view all the answers

Which of the following is NOT an example of self-directed learning as described in the text?

<p>Asking others for advice and feedback. (D)</p> Signup and view all the answers

What is the primary purpose of "Answer Guidelines"?

<p>To provide specific examples of how to demonstrate key qualities and skills during interviews. (B)</p> Signup and view all the answers

How does the author use the example of buying sheets to illustrate the importance of specificity?

<p>To show how a lack of specific instructions can lead to misunderstanding and a less desirable outcome. (A)</p> Signup and view all the answers

What is the key takeaway regarding the use of Answer Guidelines for hiring managers?

<p>Hiring managers need to be trained and practice using Answer Guidelines effectively. (C)</p> Signup and view all the answers

Based on the text, why is it difficult to evaluate job candidates based solely on abstract qualities like integrity, proactivity, and innovation?

<p>It's hard to measure these qualities in a formal interview setting. (C)</p> Signup and view all the answers

Flashcards

Insightful Interview Questions

Questions designed to elicit deep and thoughtful responses from candidates.

Evaluating Responses

The skill of assessing candidates' answers accurately during interviews.

Answer Guidelines

Standards used to discern good and bad answers in interviews.

Hiring Process

The systematic approach taken to select the right candidate for a job.

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Leadership IQ

An organization that trains teams in effective interviewing techniques.

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Brown Shorts Interview Question

A specific question designed to assess a candidate's problem-solving abilities.

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Candidate Rating Scale

A seven-point scale used to evaluate candidate responses.

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Diverse Ratings

Different scores given to the same candidate by managers.

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Importance of Answer Guidelines

Frameworks that help standardize evaluations of candidates.

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Evaluating Attitude

Assessing a candidate's mindset and approach to challenges.

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Brown Shorts

Key characteristics that define company culture and performance.

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Understanding of Company Goals

The extent to which employees can articulate their organization’s objectives.

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High vs Low Performers

Characteristics that differentiate successful employees from less successful ones.

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Mission Statement

A concise statement that defines an organization's purpose and goals.

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Positive Signals in Interviews

Good answers during interviews that indicate a cultural fit.

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Brown Shorts Answer Guidelines

A document listing interview questions along with good and bad answer examples.

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Self-directed learning

The process of taking initiative to learn independently, by seeking information and feedback.

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Taking ownership

Accepting responsibility for one's actions and decisions, especially in problem-solving scenarios.

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Behavioral specificity

Providing clear, detailed examples of behavior to evaluate qualities like integrity and proactivity.

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Seeking multiple perspectives

Gathering insights from various sources to enhance understanding and avoid burdening one person.

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Effective problem solving

The process of collaboratively finding solutions by involving the right people early in the situation.

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Obfuscation

The act of making something unclear or confusing intentionally.

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Poor Communication Impact

Lack of clear communication can disrupt workflows and create confusion.

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Fear of Failure

A mindset where one anticipates failures to avoid disappointment.

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Peer Support

Collaboration and feedback from colleagues to tackle challenges.

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Asking Questions

Gathering information by inquiring from multiple sources.

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Customer Communication

Honest dialogue with clients about unfamiliar issues.

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Team Brainstorming

Collaborative meetings aimed at generating ideas and solutions.

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Positive Signals

Indicators that a candidate fits well with the organization's culture.

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Warning Signs

Indicators that a candidate may not fit with the organization's culture.

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Ownership of Problems

Taking responsibility for addressing issues, not just passing them off.

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Self-Directed Learner

Someone who actively seeks to grow and improve their skills.

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Poor Communication Effects

Negative outcomes from ineffective communication in a team.

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Frozen by Lack of Clarity

Being unable to take action due to unclear instructions.

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Mistake-Free Attitude

Believing one can avoid mistakes entirely; unrealistic and counterproductive.

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Self-Deprecation vs. Low Self-Esteem

Making fun of oneself without lacking confidence; a fine line.

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Initiating a Forum

Creating a space for peers to discuss challenges and share ideas.

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Constant Change in Work

Frequent adjustments that can disrupt workflow and clarity.

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Study Notes

Brown Shorts Answer Guidelines

  • Importance of Answer Guidelines: Crucial for consistent candidate evaluation during hiring. Knowing what a good or bad answer looks like is key to fair assessment.

  • Example Question and Answer:

    • Question: "Could you tell me about a time when you didn't know how to do something a customer was asking you to do?"
    • Answer (Candidate): Expressed caution about exceeding expertise, preferring to pass problem to someone more knowledgeable, emphasizing client interests and adhering to protocols.

  • Hiring Manager Exercise: Hiring managers rated the candidate (using a 7-point scale) inconsistently, despite shared background and company culture. There was wide variation in their interpretations of what a good answer signified.

  • Divergent Interpretations: Hiring managers held vastly different opinions regarding the candidate's response.

    • Some managers saw the cautious approach to customer requests as a positive (customer focus, protecting company reputation).
    • Other managers saw it as negative (lack of initiative, problem-solving willingness, or lack of proactive learning for future situations.)

Problems with Hiring For Attitude

  • Inconsistent Evaluation: Without answer guidelines, it's tough to evaluate candidates consistently because any answer can have aspects that are both liked and disliked.

  • Lack of Shared Understanding of Brown Shorts: Not everyone fully understands and can articulate the company's key values ("Brown Shorts"). Leaders, managers, and employees may lack understanding or agreement on high/low performer characteristics.

Creating Effective Answer Guidelines

  • Format: Answer guidelines are a document listing each Brown Shorts interview question, followed by "positive signals" (good answers) and "warning signs" (bad answers). A scoring template exists.

  • Source of Examples: Positive answers come from high performers, and negative from lower performers, obtained through employee surveys, frequently with outside help (like Leadership IQ).

  • Survey Framing: Surveys should invite participation, using warm-up questions to ease respondents, and using tailored Brown Shorts questions with subtle adjustments (e.g., asking for examples of difficult customer experiences or peer struggle situations.

  • Benefits of Answer Guidelines: Leads to consistent and accurate candidate assessment by defining what good and bad answers sound like.

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