Tough Interview Questions: What Do You Look for When You Hire Someone?


Listen to the full episode here:
http://www.blogtalkradio.com/thebiggamehunter/2017/07/10/tough-interview-questions-what-do-you-look-for-when-you-hire-someone

EP 800!!!! I offer a textured answer to a more complex question than it seems.

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and business life coaching. He is the host of “Job Search Radio” and “No BS Job Search Advice Radio,” both available through iTunes and Stitcher.

Are you interested in 1:1 coaching from me?  Email me at JeffAltman@TheBigGameHunter.us
and put the word, “Coaching” in the subject line.

Do you have a quick question you would like me to answer? Pay $50 via PayPal to TheBigGameHunter@gmail.com
 

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.  

Connect with me on LinkedIn. Like me on Facebook.

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Don’t forget to give the show 5 stars and a good review in iTunes

What Are Your Hobbies? (VIDEO)


Although this may not seem like a tough interview question, it is a subtle one with subtle intention. Here, explain how to answer it.

Summary

The question for today is (I know you're not gonna think this is a tough interview but I'm going to explain why am going to include this), "What are your hobbies?"

What the trying to do is to connect with you in some way and at the same time, you something to evaluate you with to see if you are an A performer or your someone who goes to the job, goes home and forgets about everything. They're not looking to find out if you're a member of "the resistance," or a member of the Republican National Committee as part of your part-time or volunteer work. What the trying to do is to see if there is something that can be translated into work-related stuff.

I know there are things in terms of organizing that can translate but you open up the possibility of being rejected based upon politics or faith, or other things. When you bring in religious organizations, when you bring in political activism… Stuff along those lines that I don't think really serve you. It may be true. Which would you rather be someone who is right or do you want to look at something a little bit differently and get the result?

What I suggest people do proactively is think about the things they do outside of work and tell the story of being actively involved so that you demonstrate something that's congruent with the work that you do. For example, the obvious case is, "What I do (this is a sales person's story) is competing martial arts. I work with the sensei, we test regularly, it is fabulous for my "edge" to be in a situation where I am constantly competing." You understand why that story works and, yes, I could've gone into this big elaborate story here, but I just want to make the simple point that there are things that you do in your personal life that demonstrate the right tone for answering this question.

If you think being a mom doesn't show that you can be well organized, that you have empathy and care for people that you are interacting with, you're missing the point of all this. This is a situation where you can bring out a great quality that employer wants to see in a new hire, brings a right to the surface in a very subtle way so that it is a part of your life and you demonstrate authenticity all in answering this question.

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and leadership coaching.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.

START YOUR 7 DAY FREE TRIAL him

Connect with me on LinkedIn

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Don’t forget to give the show 5 stars and a good review in iTunes

Are you interested in executive job search coaching, leadership coaching or life coaching from me?  Email me at JeffAltman@TheBigGameHunter.us and put the word, “Coaching” in the subject line.

 

 

The 1 Question Every C Level Candidate Should Be Asked . . . (VIDEO)


(And a Lot of Non-C Suite Potential Hires, Too)

Most C level interviews are very predictable And translate into, “Do you have the required skills,,” and, “Can I trust you?”

Here I offer one question that every person should be asked.. It will reveal a lot about them and it can be asked of you too.

Summary

Meaning.

Few of us like to think of ourselves as cogs in a machine. No where is that more true than in the C suite where a man or woman is hired to embody an idea or concept and lead an organization.

Yet so much of their interview, so much of how a man or woman is measured translates into two things:

Do you have what I believe are the requisite skills and experience that will need to execute in this role.

Do I trust you.

Of the two, usually by the time of the interview, what a firm is really doing is confirming your assertions that you have the requisite experience and looking you square in the eye to see if they believe you.

No wonder interviewing has become such an unsatisfactory way of evaluating potential hires. In most cases, it has turned into "business blind dating" . . . and we know how unsatisfying most blind dates have turned out.

What if I told you that there was one question you could ask that would allow you to identify the special people, the ones that should grade out head and shoulders above the others, would you be interested in using that question in your interview, whether you were a potential employer or C suite hire?

Here's the question:

"Are you familiar with our firm's mission and what does it mean to you?"

There's only one problem with asking this question of Potential C-Suite Hires

There's only one problem . . . Most corporate mission statements are as dry as sand and equally inspiring.

Here are a few examples that may yield defensive responses:

"Serving Others. For Customers, A Better Life. For Shareholders, A Superior Return. For Employees, Respect and Opportunity" (Yawn)

"To provide our policyholders with as near perfect protection, as near perfect service as is humanly possible and to do so at the lowest possible cost.” (I guess it wasn't good enough to provide policyholders with the right protection; they had to give themselves some wiggle room)

"Helping our customers manage document workflow and increase efficiency through best-in-class products and services. Fostering the growth and development of our employees. Providing a distinct advantage to our suppliers as a distribution channel of choice. Growing shareholder value through strong execution of our strategies." (Are you excited?)

"It is the policy of xxxxx to provide products and services to the market which meet or exceed the reasonable expectations of our customers. Satisfying our customers with the appropriate level of quality is a primary goal and a fundamental element of our business mission." (Not a mission statement. It is a policy statement, hence a goal).

Let me contrast these with:

"(Our) mission is to give people the power to share and make the world more open and connected. People use (us) to stay connected with friends and family, to discover what’s going on in the world, and to share and express what matters to them."

or

“to empower every person and every organization on the planet to achieve more.”

or

"We enable businesses to thrive and economies to prosper, helping people fulfill their hopes and dreams and realize their ambitions."

When did business stop believing in becoming bold and breathtakingly great? In our search for meaning, do you think we will be more inspired by offering a leader the opportunity to help a firm become "near perfect" or "helping businesses thrive, economies prosper and people fulfill hopes and dreams?" Do mission statements that could be used in a greeting card help attract exceptional leaders or cause them to be repelled?

And, if you tell me that the mission statement means nothing and the last time it was referred to by management was during the last century, what are you telling the public about your words having meaning?

Mission statements should be a rallying point for everyone to be extraordinary so that your firm can be extraordinary. If they ave no meaning to you, take it off your website and abandon the lie. However if they do have meaning, ask potential hires if they are familiar with your firm's mission (first tip off of adequate preparation) and what that mission means to them.

And if you are looking at a firm as a potential employer, ask the people you meet with about the firm's mission and what it means to them. You will learn something about the leadership of the organization and its congruence with its avowed values.

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and business life coaching.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.

START YOUR 7 DAY FREE TRIAL NOW

Connect with me on LinkedIn

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Don’t forget to give the show 5 stars and a good review in iTunes

Are you interested in executive job search coaching, leadership coaching or life coaching from me?  Email me at JeffAltman@TheBigGameHunter.us and put the word, “Coaching” in the subject line.

Nail the Interview & Land the Job


We all know how important it is to prepare for an interview yet so few people actually do it.

Michelle Tillis-Lederman is the author of “Nail the Interview, Land the Job.” http://amzn.to/2nvO2Pq

She and I discuss exactly what needs to be done to shine during an interview and set yourself apart from the crowd of people you are competing with.

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves life coaching, as well as executive job search coaching and leadership coaching.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I on function as your ally with no conflict of interest answering your questions.

Connect with me on LinkedIn http://bit.ly/thebiggamehunter

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle for $.99 and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Are you interested in executive job search coaching, leadership coaching or life coaching from me? Email me at JeffAltman@TheBigGameHunter.us
and put the word, “Coaching” in the subject line.

-Video Upload powered by https://www.TunesToTube.com

%d bloggers like this: