Hiring the Best Ch 9

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Questions and Answers

What is the primary reason for asking a candidate about their personal qualities necessary for a job?

  • To evaluate their technical skills.
  • To predict their ability to shirk less desirable tasks.
  • To assess their understanding of the job and dedication. (correct)
  • To determine their familiarity with management terminology.

When asking about a candidate's progress, what primary insight is the interviewer seeking?

  • Their interest in the role
  • Their ability to over inflate their previous experiences.
  • Their level of self-confidence and how they perceive their professional journey. (correct)
  • Their past technical achievements.

Why is it important to follow up a 'Do you consider yourself successful?' question with 'Why?'

  • To analyze their motivation, multitasking, and determination. (correct)
  • To get a simple 'yes' or 'no' answer.
  • To identify any potential weaknesses.
  • To understand their technical background.

When a candidate is asked about their greatest weakness, what is the interviewer primarily looking for?

<p>An indicator of self-awareness. (D)</p> Signup and view all the answers

When a candidate is asked, 'What plans do you have to improve your professional performance?' what is the primary goal for the interviewer?

<p>To see the candidate understands the need for ongoing development. (A)</p> Signup and view all the answers

What is a key aspect of 'will do' that managers should assess during interviews?

<p>The candidate's willingness to engage with challenges and demonstrate consistent commitment. (C)</p> Signup and view all the answers

The 'clock watchers' are characterized by which of the following behaviors?

<p>Exerting minimal effort just to retain their position and frequently complaining. (A)</p> Signup and view all the answers

What crucial error do many interviewers commonly make when assessing candidates according to the text?

<p>They prioritize 'can do' over a balanced assessment of skills and motivation 'will do'. (C)</p> Signup and view all the answers

What strategy should managers use to approach candidates with low motivation?

<p>Managers should aim to separate these individuals during the hiring process. (C)</p> Signup and view all the answers

In the context of motivating the workforce, the text emphasizes that it is important to consider motivation as:

<p>The drive from working with exciting challenges and maintaining consistency. (D)</p> Signup and view all the answers

What is the primary attribute a hiring manager should be assessing when asking about a candidate's past failures?

<p>The candidate's ability to analyze the reasons for failure and learn from them. (C)</p> Signup and view all the answers

Why might a question like, 'What did you dislike about your last job?' be useful in an interview, even though it's a common question?

<p>It provides a segue to asking behavioral follow-up questions about how the candidate handled those negative situations. (C)</p> Signup and view all the answers

Which of the following best describes the interviewer's goal when asking about a candidate's ability to handle multiple projects at once?

<p>To see if the candidate can prioritize tasks and change focus effectively without becoming overwhelmed. (B)</p> Signup and view all the answers

What should interviewers be cautious of when a candidate describes working an excessive amount of extra hours?

<p>The interviewer should consider that this pattern might indicate poor work habits or planning skills. (B)</p> Signup and view all the answers

What is the primary focus when asking candidates about systems or methods they've used for accomplishing a job?

<p>To assess a candidate's creativity, critical thinking and problem solving approach to a job. (C)</p> Signup and view all the answers

What is the primary purpose of asking a candidate about a project they enjoyed?

<p>To gauge their motivational focus and how they like to spend time. (B)</p> Signup and view all the answers

Why is it important to inquire about a responsibility or project that a candidate did not enjoy?

<p>To understand what demotivates the candidate and how they respond to challenges. (D)</p> Signup and view all the answers

What does asking "How do you deal with complex problems in your job?" reveal about a candidate?

<p>Their capacity for critical thinking and problem-solving. (A)</p> Signup and view all the answers

When asking 'What are some of the things you find difficult to do?', what is an interviewer primarily trying to examine?

<p>The candidate's motivation and how they handle nonpreferred activities along with technical skills. (C)</p> Signup and view all the answers

What is the benefit of using the follow-up question 'Where/to whom do you turn for help?' when a candidate describes a difficult task or problem?

<p>It helps understand their resourcefulness and willingness to seek collaboration. (C)</p> Signup and view all the answers

When assessing responses to 'What kinds of decisions are most difficult for you?', what should an interviewer be primarily looking for?

<p>An understanding of why the decisions are difficult, including their critical processes. (C)</p> Signup and view all the answers

When evaluating a candidate's response to 'Tell me about a time when a difficult decision had to be made quickly', what should the interviewer weigh more heavily?

<p>The steps and critical thinking process the candidate employed to reach the decision. (B)</p> Signup and view all the answers

What is the primary purpose of asking a candidate, 'Tell me about a time when you put your foot in your mouth?'

<p>To evaluate the candidate's ability to self-edit and their discretion. (D)</p> Signup and view all the answers

What is the primary focus when evaluating a candidate's response to the question 'How do you plan your day?'

<p>Their capacity to break down projects into manageable parts and manage time effectively (D)</p> Signup and view all the answers

What does a 'blank look' or 'hesitancy' from a candidate when asked about project organization suggest?

<p>The candidate lacks a firm understanding of multitasking principles. (A)</p> Signup and view all the answers

What is gap analysis, in the context of a project?

<p>The process of examining past performance compared to desired performance and the steps to bridge the gap. (D)</p> Signup and view all the answers

When evaluating a candidate's response about a past project where information was gathered from multiple sources, what main attributes should be considered, besides project applicability?

<p>The candidate’s logical approach to defining the challenge, and its required resources, steps, and timeline. (D)</p> Signup and view all the answers

What is the primary purpose of asking a candidate if they set goals for themselves?

<p>To assess their professional and personal priorities, motivation, and determination (B)</p> Signup and view all the answers

What should you be cautious about when a candidate states they 'always reach their goals'?

<p>They might be setting low or very achievable goals due to the fear of failure. (B)</p> Signup and view all the answers

According to the content, what is generally learned more from?

<p>Failure (C)</p> Signup and view all the answers

What is the 'Plan/Do/Review cycle' in the context of the content?

<p>A fundamental principle of multitasking that involves planning, executing, and evaluating actions (B)</p> Signup and view all the answers

Why is a candidate’s ability to show resilience after a setback or failure important?

<p>It indicates an understanding that setbacks are a part of the journey to success (B)</p> Signup and view all the answers

Flashcards

Clock Watchers

Refers to employees who are competent in their tasks but lack motivation to perform them effectively, only doing the minimum necessary to stay employed.

Can Do

The ability to perform a job effectively, possessing the necessary skills, knowledge, and experience.

Will Do

The willingness and drive to go beyond basic requirements, showing enthusiasm, dedication, and commitment to the job and organization.

Separating 'Can Do' from 'Will Do'

The process of identifying and selecting candidates who possess both the skills and the motivation to excel in a given role.

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Motivation (in this context)

Motivational energy derived from actively pursuing challenging tasks and finding fulfillment in the work itself.

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What is your greatest weakness?

A question designed to assess a candidate's self-awareness and understanding of their own skills and weaknesses.

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In hindsight, in what ways could you have improved your progress?

A question designed to evaluate a candidate's ability to take responsibility for their actions and learn from mistakes.

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Do you consider yourself successful?

A question seeking to understand a candidate's self-esteem, confidence in their abilities, and how they measure their success.

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What is your greatest strength?

A question designed to assess a candidate's understanding of their own strengths, the skills that contribute to their success, and how they leverage those strengths.

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What plans do you have to improve your professional performance?

A question designed to understand a candidate's commitment to professional development and growth.

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Problem-Solving Question

A question designed to understand how candidates approach and solve problems in their work, highlighting their thought process and problem-solving skills.

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Layering Technique

A technique used to gain deeper insight into a candidate's response by asking follow-up questions that explore the details of the situation (who, what, where, when, why, and how).

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Challenging Situation Question

A question designed to understand how a candidate reacts to and manages challenging situations, revealing their resilience, resourcefulness, and coping mechanisms.

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Difficult Decision Question

A behavioral question that focuses on past performance to understand how a candidate made a difficult decision, highlighting their critical thinking process and decision-making skills.

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Motivational Question

A question designed to understand a candidate's motivations, revealing their passions, interests, and preferred areas of work.

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Strengths & Weaknesses Question

A question designed to understand a candidate's strengths, weaknesses, and areas for improvement, revealing their self-awareness and growth potential.

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Problem-Solving Question (Technical)

A question designed to understand how a candidate approaches and solves problems in their work, highlighting their technical skills, resourcefulness, and problem-solving strategies.

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Resilience

The ability to adapt to challenges and setbacks, learning from mistakes and emerging stronger.

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Analyzing Failures

The process of evaluating why something did not work as expected, identifying the root causes of failure, and drawing lessons for future improvements.

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Multitasking

The ability to effectively manage multiple tasks and priorities simultaneously, efficiently allocating time and resources.

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Going Above and Beyond

Going beyond the minimum requirements of a job, demonstrating a commitment to exceeding expectations and making a positive impact.

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Rescheduling Workload

The ability to adapt plans and priorities when faced with interruptions or emergencies, demonstrating flexibility and responsiveness.

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What's the root of the problem?

The candidate's ability to analyze a situation, identify the root cause of a problem, understand its consequences, and propose solutions. This question assesses critical thinking and problem-solving skills.

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Tell me about a time you put your foot in your mouth.

A question designed to expose a candidate's ability to self-reflect, own their mistakes, and demonstrate self-awareness.

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How do you plan your day?

A question that helps assess a candidate's ability to break down large tasks into smaller, manageable steps. It also reveals their time management skills and their ability to prioritize.

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How do you organize, plan, and execute your projects?

Questions aimed at understanding a candidate's ability to organize projects, allocate resources effectively, and meet deadlines.

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Tell me about a job where you gathered information from many sources.

This question explores a candidate's ability to gather information from diverse sources, synthesize it, and create something valuable.

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Do you set goals for yourself?

This question digs into a candidate's self-motivation, goal-setting skills, and the strategies they use to achieve their objectives.

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Tell me about a time you failed to reach a goal.

This question evaluates a candidate's resilience, determination, and their ability to learn from setbacks. It highlights how they handle failures and adapt to challenges.

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What plans do you have to improve your performance?

This question assesses a candidate's desire for professional growth, their commitment to self-improvement, and their plans for developing new skills.

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Study Notes

Motivational Interview Questions

  • Assessing "Will Do" alongside "Can Do": Success as a manager hinges on getting work done through others. Use scenarios (e.g., office fire) to observe how colleagues react. Ideal hires strive to make a difference, not just clock-watchers who exert minimum effort. Don't hire candidates who are competent but lack motivation or have unrealistic expectations (e.g., "won't do if I don't like Tim").

Understanding Motivation

  • Motivation Defined: Motivation is energy for tackling challenges, coupled with a commitment to meet daily job demands—pleasant or unpleasant. Look for enthusiastic, intelligent candidates with a holistic understanding of job requirements.
  • Self-Esteem and Self-Awareness: Questions assess the candidate's understanding of job challenges and dedication to critical deliverables. Example questions include: “What personal qualities do you think are necessary to make a success of this job?” and “What supporting skills and behaviors help you do your job well?” Prefer questions about "personal qualities" to those about "transferable skills," as they are better understood by the public. Probe for systems and procedure adherence, multitasking skills.

Productivity, Professional Development, and Self-Esteem

  • Progress Assessment: Assess confidence and perceived ability. A positive self-assessment is valuable, but also probe for potential overestimation with follow-up "negative-balance" questions (e.g., "In hindsight, in what ways could you have improved your progress?"). Look for candidates who learn from mistakes and exhibit good judgment.
  • Success Evaluation: Open-ended questions ("Do you consider yourself successful? Why?") reveal motivation, multitasking skills, and determination, as well as any perceived limitations.
  • Peer Ranking: Gauge self-image, especially in quantifiable roles (e.g., sales). Validate peer rankings with follow-up queries and reference checks.
  • Professional Advancement Plans: Assess the understanding of ongoing professional development. Look not for the answer, but for demonstration of understanding career necessities.

Achievements, Strengths, and Weaknesses

  • Proudest Achievements: Identify candidates' priorities. Align their priorities with organizational needs. Lack of proud achievements might indicate limited technical skills or motivation.
  • Greatest Strengths: Assess transferable skills, professional values, and the achievements they enable. Do not merely accept answers; probe.
  • Greatest Weaknesses: The importance of negative balance through follow-up questions. Expect honesty and self-awareness. Avoid candidates who offer vague or general weaknesses (e.g., working too hard).
  • Projects and Responsibilities: Understanding motivations, strengths, and weaknesses. Learn about project engagement by querying "tell me about a responsibility you enjoyed?" and "Tell me about your experience with a project that got you excited?"

Critical Thinking and Problem Solving

  • Handling Complex Problems: Candidates' awareness of job complexities is a critical filter. Use past-performance examples and the layering technique (who, what, where, when, why, and how) to dig deeper.
  • Difficult Decisions: Assess critical-thinking ability, the ability to work with systems and procedures, and possible lack of experience or a need for advanced training.
  • Difficult Situations, Challenges, and Crises: Find out how the candidate analyzes, resolves problems, learns from mistakes, and how their approach differs from others.

Multitasking and Energy

  • Planning and Organization: Judge candidate's understanding of time management, planning, and multitasking. Combine these questions with the specifics of the job to observe task vs. goal-oriented mentality.
  • Project Management: Examine whether candidates can break down assignments, manage priorities, and use milestones and contingency plans.
  • Information Gathering and Project Execution: Look for logical, methodical approaches.
  • Goal Setting: Ascertain a candidate's priorities, professional values, ambition, and determination. Expect setbacks and resilience in professional growth.
  • Failures and Setbacks: Assess resiliency, how candidates identify and learn from failures. A smart professional accepts responsibilities for failures and learns from them.

Commitment, Reliability, and Stress Management

  • Going Above and Beyond: Identify candidates' commitment levels and the circumstances in which they might be willing to work beyond normal expectations.
  • Emergency Rescheduling: Examine candidates' commitment to their jobs, expectations, and work habits.
  • Systems and Work Methods: Assess creativity, critical thinking, and multitasking abilities through questions about a candidate's system of working. Evaluate the candidate's process for success/failures of individual or corporate-level initiatives.

Additional Considerations

  • Motivation Assessment: Judge candidates' willingness to work hard, learn, and contribute to the organisation's success, even if they are fully experienced.
  • Teamwork and Manageability: Assess their potential for effective teamwork.

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