Harvard Business Review’s Post

Interviewing techniques are continually evolving. To elicit the information you need, it's essential to pose the right questions. Dedicate time to discern what you need to know, and then craft your questions with strategy in mind.

Great article ! To all job seekers out there and to all hiring managers…. Impressive that close to 70% of applicants do not pass the first Apllicant Tracking System stage gate… as for the others it’s always a 50/50 chance to make it til the finish line. But it can be done! Our job seekers workshop is coming up soon in April and there will be another one in May. #theworldofwork #jobseekers #interviews

Are you asking the right questions during interviews? This insightful article from Harvard Business Review highlights common pitfalls that can lead to missing out on great candidates. #interviews #leadership

Are we missing out on top talent by asking the wrong questions in interviews? Instead of focusing on hypothetical scenarios, let's ask questions that reveal how candidates have handled real challenges in the past. Here are three powerful interview questions to consider: - Can you share a specific instance where you overcame a significant obstacle at work? - Describe a situation where you had to make a tough decision under pressure. - How have you successfully led a project with limited resources? #TalentAcquisition #InterviewTips #Leadership #HR

Are we asking the right questions during interviews? 🧐 This insightful Harvard Business Review article sheds light on how traditional interview questions might be costing us great candidates. It emphasizes the need to align questions with the actual job requirements, ensuring we assess what truly matters. At Altec, we are committed to refining our hiring practices to better identify top talent. 💼✨ Read the full article here >>

Years ago, I had an interview in which I was asked to identify and describe the 6 basic machines. I got through 4 of them then got flustered and the interview went poorly. This was an awful question for several reasons: 1. Success in the job did not require that knowledge 2. It is basic knowledge that can be found on Google. If I ever needed to know it, I could find that info literally within seconds 3. It did not indicate anything about my skills or depth of knowledge. At best, all you can glean from a question like that is how recently the candidate may have attended a basic level engineering course. I always ask behavioral and situational questions and have the candidate walk me through their thought process. I want to know the type of person I am hiring (communication style, temperament, thinking skills, and growth potential). I try to ask questions that guide me and the candidate through a conversation that gives me those insights. I am not impressed with a candidate that can regurgitate info like a search engine. Candidates give us their time. We owe it to them to prepare thoughtful, meaningful questions.

“Innovation requires not knowing long enough to learn new things. How can you build something new, if you aren’t okay with not already knowing the answer? The future is not created; it’s co-created. Leaders need to build teams that can both define the right questions, and then discover new answers.” #innovation #leadership #build #discover #answers #ask #create

Questions are a challenge to build and hone when looking for new team members. Keep in mind "we've always done it that way" will result in the same outcomes. Changing you approach even by a couple of words can result in improvement and innovation. #change #innovation #hiring

‘Leaders need to build teams that can both define the right questions, and then discover new answers.’ This piece by HBR highlights the very reason that traditional interviews provoke immense anxiety. Granted traditional questions may be appropriate in specific eco-systems- however, I concur that one can ask the very same question by posing it in a manner that will actually give you insight to a potential employees character, potential, thought process, interpersonal skills and true fit within your organization. It doesn’t always have to be concrete- black and white. I genuine well placed ‘ how would you navigate X-Y-Z’ can give you all the answers you need and maybe some you never even thought of. That very fiber could be what generates the most revenue and optimized performance your organization needs. Worth considering….

This article is a great read for recruitment professionals and hiring managers. As a recruitment specialist, I am always looking for candidates who ask tough questions; it demonstrates that they have done their research and are genuinely interested in the position for which they are interviewing.