Those who get interviewed for a job, and those who conduct interviews with those seeking jobs have one thing in common: they both hate it. Unfortunately, neither can avoid it.
Interviewing a job candidate takes time out of one's already congested work day - not to mention the time it requires to narrow down the list of prospects who are invited to the actual interview.
When the day of the interview arrives, most employers are ready to fill the position, instead of find the right person. As a result, they become hyperactive in their dismissal process (i.e., not spending enough time in conversation with potentially great candidates).
Having a process for attracting and identifying the right job candidate is an art. Evaluating and selecting the best candidate is a science.
The main reason why employees and employers are mismatched is because neither asks the most relevant questions in the job interview. Hiring success is ultimately about alignment: Aligning the right employee, with the right skills set and mindset, with the right company and co-workers, at the right time.
Essentially, there are only 4 crucial questions that employers are (and job applicants should be) most concerned with.
- Are you qualified to do the job?
- Can I afford you?
- Will you fit in?
- Is this going to be a hiring mistake?
Just remember that interviews are interpersonal. Whether you are conducting them, or being interviewed, what you reveal, or what you attempt to get others to reveal, should offer insights into who they are, what they value, and what motivates them.
Questions about one's best and least favorite employment experiences, lessons learned, greatest achievements, proudest moments, recent books read, and challenges overcome, will correlate to the 4 crucial questions above.
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