Don’t Take This Job!
There are a couple key questions that needs to be asked during every interview that delivers invaluable understanding into a candidate’s suitability. He state governments that the response to this relevant question isn’t just a precursor of future behavior, but also gives you, the potential employer, valuable insight concerning candidate’s thought process when coming up with important decisions. So if money is the only factor luring them from their current position, chances are they’ll leave their new position when a better offer comes along.
I dont disagree with this type of reasoning; Im fortunate to have observed firsthand the inter-workings of the Welch-run firm (he was my boss for four years, having cut my teeth with the applying division right out of college). I believe GE does a good job developing and determining management skill. A significant part of their corporate culture is to promote from within, made easier by the fact that they have a massive workforce of individuals to choose from.
However, with job-hopping becoming a lot more prevalent (and professionally acceptable), I dont feel the answer to that question gives you enough information about the applicant and his / her career anticipations. At the time I didnt place much weight on the applicants response (unless it was totally something out of left field) because this question typically elicited a universal, commercial answer that inspired me some way rarely. Ive always believed that if you have the ability to bring significant value to an organization then people are going to recognize it and new opportunities will present themselves on a regular basis.
So how could you know what youre going to be doing five years from now any longer than you know whos going to be contacting you on the phone within the next five minutes? This isn’t an invalid question; however, I dont think the average candidate knows how to properly answer it nor do I think the common interviewer knows what they must be looking for in the applicants response.
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This is an essay/take-home question; one which requires an honest and comprehensive self-analysis and the off-the-cuff answer generally will not provide any insight worth considering during the evaluation process. Therefore the one question I always ask when interviewing applicants is essentially a hybrid of these two. It does a congrats of checking a targeted dialogue, one that gives me a broad perspective of the applicants accomplishments and expectations and helps me draw conclusions about their profession route and overall potential.
I ask, Can you walk me through the last 5 years of your profession? This gives you a variety of information as opposed to just focusing on their last position. For instance, it doesnt always increase a red flag for me when I hear someone say they didnt be friends with their immediate supervisor or that they disagreed with the entire direction of the business.
However, if they didnt get along with the last three supervisors they worked for then were building an alarming design. Jobs aren’t forever and for most of us the days of going to work for just one company and keeping there rest of our profession are over with. That said, I like to establish a realistic timeframe for work longevity in a particular role when performing a search, both with my client and the applicants.
Typically, season range its in the 3 to 5. Therefore the follow-up question which i ask all viable candidates is, one to accept this position Were, is this a role you feel you would enjoy doing every day for the next five years? is an excellent sign. Raised eyebrows and a pensive look are not. Take into account that this isn’t a qualifying question: its a dis-qualifying question. An affirmative response will not carry anywhere near as much weight as a poor one does. Remember, many people are not displaced or terminated off their careers; they leave independently free will. Odds are your employees will leave you before you select its time to allow them to leave.
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