How many times have you been asked the same battery of questions from one interview to the next? Frequently you’re asked to highlight your successes, quantify your intellect, measure your personal drive and determination, and maybe a hypothetical question or two thrown in for good measure. I published an article today in ERE.net that explains a Magic interview question that I’ve used to succinctly determine if a good candidate is the “right” candidate: Have you failed in your career?
Here is the link to the full article: http://www.ere.net/2013/03/14/the-magic-interview-question-have-you-failed-in-your-career/
Food for thought:
The Magic Interview Question: Have You Failed in Your Career?
Typical interview questions center on candidates’ successes. What have they done that makes them right for a position? What is their greatest strength? When have they succeeded?
These questions may aim to flesh out a skillset, work ethic, or propensity for learning. But, in reality, asking one magic question can actually provide you with much more information than any run-of-the-mill interview question ever could. The “failure” question not only gives you insight into a candidate’s work personality, but it also demonstrates her ability to keep your company relevant in the emerging information economy.
The Magic “Failure” Question
This vital question is actually a series of three. These questions should be asked toward the end of the interview, and only bring these into the conversation when a candidate has strong potential for landing the job.
Why Failure Is Important
Employees should be introspective enough to see the system and their own roles within it. As Daniel Pink (@DanielPink) noted in his 2006 book, “A Whole New Mind,” the thinking taught in schools and endorsed by businesses — linear, logical, and left-brained — was perfectly suited for the industrial economy, but not the information economy. Innovation has become king, and we need more than just industrial knowledge. We need right-brained creativity, empathy, and storytelling. To ensure your organization keeps innovating in this new age, use the “failure” question to find the following types of candidates:
Your organization’s culture will change as you begin to look for — and accept — failure in candidates from the start. New hires will find it easier to hit the ground running because they won’t be afraid to challenge assumptions or stretch their thinking, and they’ll begin to take calculated risks.
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