The one interview question we should all ask

​Assuming you still use interviews to select new employees (and many companies don't)  you might consider how effective they are.

In normal circumstances, interviews fall into 2 categories:

1. Benign but not informative - a benign experience but providing no insight into the potential of the individual or their fit for your organisation, or 
2. Totally pointless and unpleasant - offering no insight into interviewee suitability but also being a negative experience that reflects poorly on the interviewer and the organisation.

Why not,  then, make interviews work for your organisation as, whilst imperfect, they can be a useful mechanism for obtaining a better idea on the interviewee's experience, approach and style and more importantly they can offer a real insight into the individuals' willingness to learn.

---

So what's the question?

"We all have areas we can improve upon, what are yours?"

This seemingly harmless question is the best question for identifying the key culture killers that your organisation needs to avoid.  Who are they?

1. The "Me, Me, Me"

Preferred response to the question:

"I have been told that I'm a great all rounder..."
"I really find it difficult to work with people who aren't as quick/clever/technically brilliant as me..."  
"I suppose I don't suffer fools gladly..."

 Impact to the organisation:

• Alienates people
• Won't admit to failings/mistakes

2. The "Bull in a China Shop"

Preferred response to the question:

"That's a difficult question, I don't think I have any major failings"
"I love to have a go at most things and usually successful"

 Impact to the organisation:

• Causes chaos and often unaware of it
• Won't ask for feedback

3. The "You can't teach an old dog new tricks"

Preferred response to the question:

"I get the job done and haven't had any complaints"

 Impact to the organisation:

• Unwillingness to learn or develop others

4. The "Deluded"

Preferred response to the question:

"I'm struggling with this question..."
"What do you mean?"
"I suppose I'm not really up to date with (lists some minor areas of development - often an IT skill)

 Impact to the organisation:

• Lacks self awareness - repeats errors
• Unaware of impact on others 

So what are you looking for?

None of us are perfect (no, really boys) and a good answer will reveal:

• Honesty and integrity 
• Self- awareness and clarity on how can work with others to offset inevitable frailties
• An understanding of the job's requirements and a desire to learn more as part of a wider team
• A self-confidence that understands their capability comes from continual self-development 

For more information on how to use interviews to benefit your organisation, contact  Chris Lorimer at chris@lorimerconsulting.co.uk