First, consumers are smarter than you. They might not have the experience and training that you do but they have almost unending information at the tips of their fingers.
Next, the attention span of the consumer is almost non-existent. They’re much too busy scrolling to read most of what you write or listen to what you say.
Finally, if you don’t have outstanding employees, you’re through.
And therein lies the challenge. How can you get top-notch employees to come to work for you? You have to do a 180 on the whole “value-add.” What is the organization’s VALUE to them? Many times, potential A-list employees (you know, the ones you need) will often walk out of an interview not wondering whether or not they did well; rather, they’ll be thinking of a respectful way to decline your offer if and when it comes.
Why? Probably because they were unimpressed with the questions they were asked. Here are 3 atrocious questions that you need to stop asking during job interviews– especially for candidates in the running for leadership positions.
What is your greatest weakness? This question stinks. You’ve probably been asked to answer it yourself. I know I have. Here’s what happens – you try to think of an answer that won’t take you out of the running for the job. But your answer can’t be that you have no weaknesses. So you sit there and sweat until you come up with something innocuous. Then, the interviewer moves onto the next question. Really then, what purpose did the weakness question serve? Instead ask, can you describe your self-improvement and professional development processes? This will give you a ton of insight into the candidate’s character.
Why don’t you stay with a company for very long? In the past, being a “job-hopper” was frowned upon. Having too many jobs led people to conclude a few things (for most A-listers, NONE of these were true mind you!) Perhaps you were a difficult employee. You weren’t a team player. You’re not loyal. Or you couldn’t hack it. NEWS FLASH: the days of people staying in the same job forever are gone for good! It simply doesn’t happen anymore. And that’s not such a bad thing. I know a lot of people that stayed with their job forever because they wanted the pension for retirement. But they were miserable for 25, 30, or 40 years. Today’s professionals want to be fulfilled in their work and they will keep looking until they find the right fit. So instead of putting someone on the spot because they’ve had a few jobs in a few years, ask them, what exactly are you looking for in an employer? This will give the candidate the opportunity to clearly and concisely enunciate the answer and will give the interviewer a better idea of whether or not the candidate will be a good fit.
Where do you see yourself in 10 years? This is the ultimate “gotcha” question and it also stinks. Why? Because most times, in the interviewer’s mind, there is only one correct answer: “Well, working hard for you, of course.” In today’s business environment, how can you seriously ask someone to tell you where he or she will be in 10 years? Remember, people don’t stay where they are like they used to. A better question is if we hire you, what value will you provide to us immediately? It is important to realize that some of the organization’s best employees will leave for other opportunities. As a business owner, I’d rather know what the candidate would do while he or she is working for me instead of worrying about what might happen 5 or 10 years down the road.
Gotcha-type interviews are no longer appropriate. Ask GREAT questions to start a dialogue. Get more sophisticated with your hiring. The reward will be a top-notch workforce. And every business needs that!