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An original would not just point out what's wrong, he would take actions to make it right.
SIMILAR ARTICLES & IDEAS:
Some questions are too easy to fake, for example, "What's your greatest weakness?" Other questions like brainteasers reveal more about the manager than the candidate.
Some managers favor candidates who went to the same school. There's also evidence that African-American sounding names, birthmarks, being pregnant, and being overweight puts candidates at a disadvantage.
To overcome this bias, identify the key skills and values in advance, then create a standard set of behavioral and situational questions to ask every candidate. Doing this can triple the manager's accuracy in predicting job performance.
College seniors often stretch the truth in interviews to make a better impression. Be aware that when you meet someone for the first time, you meet their representative.
An antidote could include to let them showcase their skills by collecting a work sample. It might be a project they've done in the past or a live simulation of the job in real-time.
Grit- ask on how determined a person in pursuing his dreams.
Rigor- ask if there was a time he considered a data to make a decision.
Impact- ask for what he have co...
Probe: give me an example…
Dig: who, what, where, when, why and how on every accomplishment or project
Differentiate: we vs. I, good vs. great, exposure vs. expertise, participant vs. owner/leader, 20 yard line vs. 80 yard line
Situation- What's the background of what you were working on?
Task- What tasks were you given?
Action- What actions did you take?
Results- What results did you measure?
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