Podcast
Questions and Answers
What is the purpose of predictive questioning in the interview process?
What is the purpose of predictive questioning in the interview process?
- To ask brain teaser questions
- To make the interviewer feel good
- To remove guesswork and replace it with hard data for an informed hiring decision (correct)
- To find candidates who are good at answering questions
What should hiring managers look for when analyzing a candidate's work history?
What should hiring managers look for when analyzing a candidate's work history?
- Patterns of why they accepted new positions (correct)
- The salary they received in each position
- The number of positions they have held
- The number of companies they have worked for
What is the difference between an A player and a C player?
What is the difference between an A player and a C player?
- A players are more experienced than C players
- A players have more degrees than C players
- A players accept new positions for money while C players don't
- A players accept new positions for growth and challenge while C players accept new positions for money (correct)
What is the purpose of asking a candidate about their biggest accomplishments in their last job?
What is the purpose of asking a candidate about their biggest accomplishments in their last job?
Why is it important to ask a candidate about the impact they made on the company in their previous role?
Why is it important to ask a candidate about the impact they made on the company in their previous role?
What is the significance of a candidate taking total responsibility for their failures?
What is the significance of a candidate taking total responsibility for their failures?
What is the key factor in ensuring a candidate's long-term success in a role?
What is the key factor in ensuring a candidate's long-term success in a role?
What is the best way to identify a high-performing candidate in an interview?
What is the best way to identify a high-performing candidate in an interview?
What is the purpose of asking a candidate what question they wished they had been asked during the interview?
What is the purpose of asking a candidate what question they wished they had been asked during the interview?
What is the purpose of asking candidates about what's important to them during the hiring process?
What is the purpose of asking candidates about what's important to them during the hiring process?
What can a flat or unenthusiastic response from a candidate suggest about their performance potential?
What can a flat or unenthusiastic response from a candidate suggest about their performance potential?
What is the recommended action if a candidate gives a fantastic response during the hiring process?
What is the recommended action if a candidate gives a fantastic response during the hiring process?
What is the title of the book that provides more detail on the 7 success predicting questions for hiring A players?
What is the title of the book that provides more detail on the 7 success predicting questions for hiring A players?
How many success predicting questions are included in the book 'The 7 Master Steps to Hiring A Players'?
How many success predicting questions are included in the book 'The 7 Master Steps to Hiring A Players'?
What is the main reason for not wanting to keep C players in a business?
What is the main reason for not wanting to keep C players in a business?
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Study Notes
Predictive Questioning
- Helps predict future performance by asking insightful questions.
- Uncovers hidden insights about candidates' past experiences and motivations.
- Assesses candidates' capabilities and potential.
Assessing Work History
- Focus on achievements, impact, and leadership.
- Look for patterns of success, initiative, and problem-solving.
- Analyze the challenges faced and the solutions applied.
A Player vs. C Player
- A Player: Exceptional performer, consistently exceeds expectations.
- C Player: Barely meets minimum requirements, lacks motivation and initiative.
Biggest Accomplishments
- Reveals candidate's achievements, skills, and work ethic.
- Highlights their most significant contributions and successes.
- Identifies areas of expertise and passion.
Impact on Previous Company
- Measures the tangible results of their contributions.
- Shows how they've driven positive change and growth.
- Demonstrates their ability to make a difference.
Taking Responsibility for Failures
- Shows maturity, self-awareness, and willingness to learn.
- Indicates a commitment to improvement and growth.
- Provides a platform to assess their problem-solving skills.
Long-Term Success Factor
- A strong work ethic, combined with a drive to continuously learn and improve.
- A passion for the work itself and a desire to make a meaningful contribution.
- A commitment to excellence and a growth mindset.
Identifying High-Performers
- Engaging in open-ended, insightful conversations.
- Evaluating their responses for passion, enthusiasm, and critical thinking.
- Observing their body language and communication style.
Candidate's Preferred Question
- Unveils their priorities, knowledge gaps, and areas of interest.
- Offers an opportunity to further understand their motivations.
- Provides valuable insights into what they value in a role.
Candidate's Importance
- Understands their values, career goals, and aspirations.
- Allows for a deeper understanding of their motivations and priorities.
- Enables you to tailor the interview and offer a more attractive proposition.
Flat or Unenthusiastic Response
- May suggest a lack of passion, motivation, or engagement.
- May reflect a lack of interest in the role or the company.
- Could be a warning sign of poor performance potential.
Fantastic Response Action
- Further investigate their claims and delve deeper into their accomplishments.
- Use follow-up questions to confirm the information and uncover further details.
- Consider their response as a strong indicator of future success.
Success Predicting Book
- "The 7 Master Steps to Hiring A Players."
Success Predicting Questions
- The book contains 7 success-predicting questions.
C Player Retention
- C players can hinder team performance, discourage A players, and negatively impact overall work culture.
- They represent a drain on resources, a potential liability, and a barrier to growth..
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