Bust Bureaucracy Before It Starts

  • Let them shine first. Let the candidate share a project they are proud of to have a sense of what excites them.
  • Then make them uncomfortable. Ask them about experiences or times when they were somehow out of control. 
  • Calibrate your results on how the interview went objectively, not subjectively.
  • Watch out for signs of coaching if a person start quoting things from articles or something from your company.

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Career

MORE IDEAS FROM THE ARTICLE

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 contributed to any organization and his inspiration.

Teamwork- ask of his experiences on working with other people.

Ownership- ask for a time when he experienced "injustice".

Curiosity- Ask them something they have learned recently.

Polish- observe on how they keep confidently calm and humble.

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

SituationWhat's the background of what you were working on?

TaskWhat tasks were you given?

ActionWhat actions did you take?

Results- What results did you measure?

Anne Dwane - Village Global
The most powerful way to construct a job description is to clearly communicate that unyielding, consistent learning is a core part of the job.

Start with this question: What motivates you and what do you want to do next?

Then ask:

  • What have you started?
  • How would you describe yourself in your own words?
  • How would a colleague describe you in three adjectives?
  • What current trends are you seeing in your profession?
  • What new things have you tried recently?

The last two questions will indicate that he is determined to learn something new.

Culture Fit

is about  finding people who share the high-performance work ethic and belief in the company’s mission. If they don't, then they aren't fit.

  • Intellectual ability
  • Communication
  • Leadership
  • Effectiveness within the company culture
  • Knows what users want
  • Strategic/Analytical Thinking
  • Technical background
  • Entrepreneurial spirit

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RELATED IDEAS

  1. Truly understand what you need and and tailor everything in your selection process finding the perfect person.
  2. Determine how you will find the perfect person to fill need that need. You don't want the best of what you saw. You want the best person for the job.
  3. Explain the process to the interviewee.
  4. Have a background check on the candidate before the interview.
  5. Make the interview a conversation, not an interrogation.
  6. Always ask follow up questions.
  7. Spend as much time answering questions as you do asking.
  8. Describe the next steps, don't let him be the one who ask.
  9. Provide closure every time. Failing to follow up is incredibly rude.
  10. Observe on how they act with other people before the interview.
  11. Check out the references of the candidate.
  12. Conduct one more interview to be positive that you're choosing the right one.
  13. Make an enthusiastic offer.

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IDEA

Emotional Intelligence (EI)

EI means the mastery of emotional competencies. 

That includes self-awareness, self-management, social awareness, and relationship management.

The STAR Interview Response Technique
  • (S) Situation: Explain the background of the situation. What was your job?
  • (T) Task: What was the particular task you had to perform? If there was a particular problem you were addressing, explain what it was.
  • (A) Action: What action did you take (or what skills did you use) to complete the task or solve the problem?
  • (R) Result: What was the outcome of the situation? Did you complete the task well? Did you solve the problem?

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