3 interview questions you must ask | inc

7/31/2019 3 Interview Questions You Must Ask | Inc

1/6

16/08/12 14:473 Interview Questions You Must Ask | Inc.com

Pgina 1 de 6http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop

Outlet Rossi At 100 mil reais de Desconto Somente na Loja. Corre l! www.RossiResidencial.com.br/Outlet

Keep Your Brain Young Sharpen Your Memory With Brain Games Made By Neuroscientists www.lumosity.com

Aprenda a investir Forex Negociar online fcil. Registe-se Aprenda a negociar em minutos www.Markets.com/Forex

Jul 18, 2012OWNERS' MANUAL | Jeff Haden

Topics > Innovation > Managing Creativity > Hiring for Creativity >

3 Interview Questions That RevealEverythingEmployee fit is crucial. Here's a simple way to know if a job candidate isright for your business.

Getty

Interviewing job candidates is tough, especially because some candidates are a lot

better at interviewing than they are at working.

To get the core info you need about the candidates you interview, here's a simple but

incredibly effective interview technique I learned from John Younger, the CEO of

Accolo, a cloud recruiting solutions provider. (If you think you've conducted a lot of

interviews, think again: Younger has interviewed thousands of people.)

Here's how it works. Just start from the beginning of the candidate's work history and

work your way through each subsequent job. Move quickly, and don't ask for detail.

And don't ask follow-up questions, at least not yet.

Go through each job and ask the same three questions:

1. How did you find out about the job?

2. What did you like about the job before you started?

3. Why did you leave?

"What's amazing," Younger says, "is that after a few minutes, you will always have

learned something about the candidate--whether positive or negative--that you would

never have learned otherwise."

Here's why:

How did you find out about the job?

Job boards, general postings, online listings, job fairs--most people find their first fewjobs that way, so that's certainly not a red flag.

Special Report

Trying to Avoid Making

Mistakes? Stop

The path to innovation starts with

how you view and respond to

errors. Sometimes you'll fail

brilliantly.

Most Viewed

3 Interview Questions That Reveal Everything

True Secret to Success (It's Not What You Think)

11 Reasons a 23-Year-Old Shouldn't Run Your Social

Media

5 Questions Great Job Candidates Ask

Is Your Leadership Showing?

Your Desk Is Making You Stupid

10 Habits of Remarkably Charismatic People

10 Business Clichs That Prove You're Lazy

10 Tricks for a Fabulous Workday

4 Mental Tricks to Conquer Fear

9 Beliefs of Remarkably Successful People

Forget Interviews; Hire Anyone

The 5 Traits of High-Potential Employees

Secrets of a Master Negotiator

3 Fears You Can Easily Conquer

The Reason You Should Fly Only First Class

FOLLOW INC. ON: Login or signup

Search Inc.com

ADVERTISEMENT
http://www.inc.com/jessica-stillman/fly-first-class-over-economy-coach-business.html?nav=pophttp://www.inc.com/jeff-haden/5-questions-great-job-candidates-ask-interviewers.html?nav=pophttp://www.accolo.com/http://www.inc.com/http://ad.doubleclick.net/click%3Bh%3Dv8/3cd3/2/0/%2a/x%3B257772320%3B0-0%3B0%3B41948247%3B3454-728/90%3B48460884/48460382/1%3B%3B~aopt%3D2/1/ff/0%3B~sscs%3D%3fhttp://googleads.g.doubleclick.net/aclk?sa=l&ai=Bey0X6jEtUN73AuPJsQeW3oHgB83SxPwD5ZnLpVa95JuxVPCMNRADGAMg1OyaFSgDOABQ_e6tpv7_____AWDNuOmApAOgAeOTw9sDsgELd3d3LmluYy5jb226AQk3Mjh4OTBfYXPIAQHaAVdodHRwOi8vd3d3LmluYy5jb20vamVmZi1oYWRlbi8zLWludGVydmlldy1xdWVzdGlvbnMtdGhhdC1yZXZlYWwtZXZlcnl0aGluZy5odG1sP25hdj1wb3CAAgHAAgbIAqW55jKoAwHIAx_oA78H6AM89QMCAABAyAQB4Aa9r6kj&num=3&sig=AOD64_3ZZhuEMkPnxEx0K5oRi2IzIjLD3A&client=ca-pub-9569526099065935&adurl=http://www.markets.com/lp/campaigns/speed-trader/pt/index.html%3Futm_source%3Dgoogle%26utm_campaign%3Dpt_brazil_interests%26utm_medium%3Dcontent%26utm_term%3Dwww.inc.com%26ad_size%3Dtext%26utm_content%3Daprendaforex%26ad_id%3D23117633621%26ad_group%3Dsmall_biz&nm=1http://www.inc.com/http://ad.doubleclick.net/click%3Bh%3Dv8/3cd3/2/0/%2a/q%3B257772316%3B0-0%3B0%3B41948247%3B4307-300/250%3B48459765/48459268/1%3B%3B~aopt%3D2/1/ff/0%3B~sscs%3D%3fhttp://googleads.g.doubleclick.net/aclk?sa=l&ai=BZAuj6jEtUIa4JufY0AHMj4GgDqfEiqQCp7PyiE7AjbcBoP4KEAEYASDU7JoVOABQ2bz7jf7_____AWDNuOmApAOgAa-2xuwDsgELd3d3LmluYy5jb226AQozMDB4MjUwX2FzyAEC2gFXaHR0cDovL3d3dy5pbmMuY29tL2plZmYtaGFkZW4vMy1pbnRlcnZpZXctcXVlc3Rpb25zLXRoYXQtcmV2ZWFsLWV2ZXJ5dGhpbmcuaHRtbD9uYXY9cG9w4AEC-AEBgAIBqAMByAMd6AO_B-gDPPUDAgAARMgEAaAGAuAGh9-4Eg&num=1&sig=AOD64_0D5c19-XbOhD9FjnCQfatAyJNkbQ&client=ca-pub-9569526099065935&adurl=http://sixpackshortcuts.com&nm=2https://magazine.inc.com/loc/ICM/topnav?cid=so04000topnavhttp://inc.rapidbuyr.com/signup/inc?source=Inc&typ=WEB&crt=nav&dat=122011http://advisor.inc.com/http://www.inc.com/newsletterhttp://www.inc.com/eventshttp://www.inc.com/videohttp://www.inc.com/askgerberhttp://www.inc.com/toolshttp://www.inc.com/magazinehttp://www.inc.com/http://ad.doubleclick.net/click;h=v8/3cd3/0/0/%2a/g;44306;0-0;0;41948247;29972-970/250;0/0/0;;~aopt=2/1/ff/0;~sscs=%3fhttp://www.inc.com/overlay_reghttp://www.linkedin.com/today/inc.comhttp://feeds.inc.com/home/updateshttp://www.youtube.com/user/incmagazinehttp://incmagazine.tumblr.com/http://www.facebook.com/inchttp://twitter.com/inchttp://www.inc.com/jessica-stillman/fly-first-class-over-economy-coach-business.html?nav=pophttp://www.inc.com/marla-tabaka/conquer-these-fears-to-succeed.html?nav=pophttp://www.inc.com/matthew-swyers/secrets-of-a-master-negotiator.html?nav=pophttp://www.inc.com/samuel-bacharach/The-5-Traits-of-High-Potential-Employees.html?nav=pophttp://www.inc.com/margaret-heffernan/hiring-recruiting-forget-interviews-hire-anyone.html?nav=pophttp://www.inc.com/jeff-haden/9-beliefs-of-remarkably-successful-people.html?nav=pophttp://www.inc.com/geoffrey-james/how-to-conquer-fear-4-mental-tricks.html?nav=pophttp://www.inc.com/geoffrey-james/have-a-fabulous-workday-10-tricks.html?nav=pophttp://www.inc.com/jeff-haden/10-business-cliches-that-prove-youre-lazy.html?nav=pophttp://www.inc.com/jeff-haden/10-habits-of-remarkably-charismatic-people.html?nav=pophttp://www.inc.com/jessica-stillman/be-smarter-get-up-and-walk-around.html?nav=pophttp://www.inc.com/brian-evje/is-your-leadership-showing.html?nav=pophttp://www.inc.com/jeff-haden/5-questions-great-job-candidates-ask-interviewers.html?nav=pophttp://www.inc.com/hollis-thomases/social-media-dont-put-intern-in-charge.html?nav=pophttp://www.inc.com/geoffrey-james/gratitude-true-secret-to-success.html?nav=pophttp://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pophttp://www.inc.com/brilliant-failures?nav=specialhttp://www.accolo.com/http://www.accolo.com/about-accolo/our-team/http://www.inc.com/hiring-for-creativityhttp://www.inc.com/managing-creativityhttp://www.inc.com/innovationhttp://www.inc.com/author/jeff-hadenhttp://www.inc.com/author/jeff-hadenhttp://www.inc.com/inc500http://www.inc.com/innovationhttp://www.inc.com/managing-technologyhttp://www.inc.com/sales-and-marketinghttp://www.inc.com/leadership-and-managinghttp://www.inc.com/money-and-financehttp://www.inc.com/running-a-businesshttp://www.inc.com/start-uphttp://www.google.com/url?ct=abg&q=https://www.google.com/adsense/support/bin/request.py%3Fcontact%3Dabg_afc%26url%3Dhttp://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html%253Fnav%253Dpop%26gl%3DBR%26hl%3Den%26client%3Dca-pub-9569526099065935%26ai0%3DBQ1Yf6jEtUN73AuPJsQeW3oHgB5yA_pIDhIzilDbs-L3xFNC9wQEQARgBINTsmhUoAzgAUP6M__ECYM246YCkA7IBC3d3dy5pbmMuY29tugEJNzI4eDkwX2FzyAEB2gFXaHR0cDovL3d3dy5pbmMuY29tL2plZmYtaGFkZW4vMy1pbnRlcnZpZXctcXVlc3Rpb25zLXRoYXQtcmV2ZWFsLWV2ZXJ5dGhpbmcuaHRtbD9uYXY9cG9wgAIBqQK1riV6jpagPsACBMgC_Ja0J6gDAcgDH-gDvwfoAzz1AwIAAEDIBAHgBtTrlSQ%26ai1%3DB6df16jEtUN73AuPJsQeW3oHgB6uq9OMD267e_DO7p5mlbfCMNRACGAIg1OyaFSgDOABQ57aSqAZgzbjpgKQDoAGVp9PeA7IBC3d3dy5pbmMuY29tugEJNzI4eDkwX2FzyAEB2gFXaHR0cDovL3d3dy5pbmMuY29tL2plZmYtaGFkZW4vMy1pbnRlcnZpZXctcXVlc3Rpb25zLXRoYXQtcmV2ZWFsLWV2ZXJ5dGhpbmcuaHRtbD9uYXY9cG9wwAIGyAKzuJ4ZqAMByAMf6AO_B-gDPPUDAgAAQMgEAeAGg9G3Ig%26ai2%3DBey0X6jEtUN73AuPJsQeW3oHgB83SxPwD5ZnLpVa95JuxVPCMNRADGAMg1OyaFSgDOABQ_e6tpv7_____AWDNuOmApAOgAeOTw9sDsgELd3d3LmluYy5jb226AQk3Mjh4OTBfYXPIAQHaAVdodHRwOi8vd3d3LmluYy5jb20vamVmZi1oYWRlbi8zLWludGVydmlldy1xdWVzdGlvbnMtdGhhdC1yZXZlYWwtZXZlcnl0aGluZy5odG1sP25hdj1wb3CAAgHAAgbIAqW55jKoAwHIAx_oA78H6AM89QMCAABAyAQB4Aa9r6kj&usg=AFQjCNFHeodxftkD9PvN8eDKPLdIBsB5LAhttp://ad.doubleclick.net/click%3Bh%3Dv8/3cd3/2/0/%2a/x%3B257772320%3B0-0%3B0%3B41948247%3B3454-728/90%3B48460884/48460382/1%3B%3B~aopt%3D2/1/ff/0%3B~sscs%3D%3fhttp://googleads.g.doubleclick.net/aclk?sa=l&ai=Bey0X6jEtUN73AuPJsQeW3oHgB83SxPwD5ZnLpVa95JuxVPCMNRADGAMg1OyaFSgDOABQ_e6tpv7_____AWDNuOmApAOgAeOTw9sDsgELd3d3LmluYy5jb226AQk3Mjh4OTBfYXPIAQHaAVdodHRwOi8vd3d3LmluYy5jb20vamVmZi1oYWRlbi8zLWludGVydmlldy1xdWVzdGlvbnMtdGhhdC1yZXZlYWwtZXZlcnl0aGluZy5odG1sP25hdj1wb3CAAgHAAgbIAqW55jKoAwHIAx_oA78H6AM89QMCAABAyAQB4Aa9r6kj&num=3&sig=AOD64_3ZZhuEMkPnxEx0K5oRi2IzIjLD3A&client=ca-pub-9569526099065935&adurl=http://www.markets.com/lp/campaigns/speed-trader/pt/index.html%3Futm_source%3Dgoogle%26utm_campaign%3Dpt_brazil_interests%26utm_medium%3Dcontent%26utm_term%3Dwww.inc.com%26ad_size%3Dtext%26utm_content%3Daprendaforex%26ad_id%3D23117633621%26ad_group%3Dsmall_biz&nm=1http://ad.doubleclick.net/click%3Bh%3Dv8/3cd3/2/0/%2a/x%3B257772320%3B0-0%3B0%3B41948247%3B3454-728/90%3B48460884/48460382/1%3B%3B~aopt%3D2/1/ff/0%3B~sscs%3D%3fhttp://googleads.g.doubleclick.net/aclk?sa=l&ai=B6df16jEtUN73AuPJsQeW3oHgB6uq9OMD267e_DO7p5mlbfCMNRACGAIg1OyaFSgDOABQ57aSqAZgzbjpgKQDoAGVp9PeA7IBC3d3dy5pbmMuY29tugEJNzI4eDkwX2FzyAEB2gFXaHR0cDovL3d3dy5pbmMuY29tL2plZmYtaGFkZW4vMy1pbnRlcnZpZXctcXVlc3Rpb25zLXRoYXQtcmV2ZWFsLWV2ZXJ5dGhpbmcuaHRtbD9uYXY9cG9wwAIGyAKzuJ4ZqAMByAMf6AO_B-gDPPUDAgAAQMgEAeAGg9G3Ig&num=2&sig=AOD64_0BYJSNrLQCLQxNO2Q4Fdt0BzoPWQ&client=ca-pub-9569526099065935&adurl=http://www.lumosity.com/landing%3Frefer%3D652%26a%3D%7B%7DKeepYourBrainYoung_SharpenYourMemoryWith_Text%26Network%3DContent%26kw%3D%26ad%3D13867113819%26SiteTarget%3Dwww.inc.com%26ll_ad_id%3D594&nm=1http://ad.doubleclick.net/click%3Bh%3Dv8/3cd3/2/0/%2a/x%3B257772320%3B0-0%3B0%3B41948247%3B3454-728/90%3B48460884/48460382/1%3B%3B~aopt%3D2/1/ff/0%3B~sscs%3D%3fhttp://googleads.g.doubleclick.net/aclk?sa=L&ai=BQ1Yf6jEtUN73AuPJsQeW3oHgB5yA_pIDhIzilDbs-L3xFNC9wQEQARgBINTsmhUoAzgAUP6M__ECYM246YCkA7IBC3d3dy5pbmMuY29tugEJNzI4eDkwX2FzyAEB2gFXaHR0cDovL3d3dy5pbmMuY29tL2plZmYtaGFkZW4vMy1pbnRlcnZpZXctcXVlc3Rpb25zLXRoYXQtcmV2ZWFsLWV2ZXJ5dGhpbmcuaHRtbD9uYXY9cG9wgAIBqQK1riV6jpagPsACBMgC_Ja0J6gDAcgDH-gDvwfoAzz1AwIAAEDIBAHgBtTrlSQ&num=1&sig=AOD64_3PwtkZ8IWmB4qY-VxGVld527lZJg&client=ca-pub-9569526099065935&adurl=http://www.rossiresidencial.com.br/outletrossi/http://www.inc.com/


2/6



Recommended Videos

Eboo Patel: How to Buildan Inspirational Business

Intuit's Scott Cook onFailed Global Expansion:'We Should've KnownBetter'

How the SBA Can Help

You Raise Money

But a candidate who continues to find each successive job from general postings

probably hasn't figured out what he or she wants to do--and where he or she would like

to do it.

He or she is just looking for a job; often, any job.

And that probably means he or she isn't particularly eager to work for you. He or she

just wants a job. Yours will do--until something else comes along.

"Plus, by the time you get to Job Three, Four, or Five in your career, and you haven'tbeen pulled into a job by someone you previously worked for, that's a red flag,"

Younger says. "That shows you didn't build relationships, develop trust, and show a

level of competence that made someone go out of their way to bring you into their

organization."

On the flip side, being pulled in is like a great reference--without the letter.

What did you like about the job before you started?

In time, interviewees should describe the reason they took a particular job for more

specific reasons than "great opportunity," "chance to learn about the industry," or

"next step in my career."

Great employees don't work hard because of lofty titles or huge salaries. They work

hard because they appreciate their work environment and enjoy what they do. (Titles

and salary are just icing on the fulfillment cake.)

That means they know the kind of environment they will thrive in, and they know the

type of work that motivates and challenges them--and not only can they describe it,

they actively seek it.

Why did you leave?

Sometimes people leave for a better opportunity. Sometimes they leave for more

money.

Often, though, they leave because an employer is too demanding. Or the employeedoesn't get along with his or her boss. Or the employee doesn't get along with co-

workers.

When that is the case, don't be judgmental. Resist the

temptation to ask for detail. Hang on to follow-ups. Stick

to the rhythm of the three questions. That makes it natural

for candidates to be more open and candid.

In the process, many candidates will describe issues with

management or disagreements with other employees or

with taking responsibility--issues they otherwise would not

have shared.

Then follow up on patterns that concern you.

"It's a quick way to get to get to the heart of a candidate's

sense of teamwork and responsibility," Younger says.

"Some people never take ownership and always see

problems as someone else's problem. And some candidates

have consistently had problems with their bosses--which

means they'll also have issues with you."

And a bonus question:

How many people have you hired, and where did

you find them?

Say you're interviewing candidates for a leadership

position. Want to know how their direct reports feel about them?

5 Signs That You're an Entrepreneur at Heart

Positive Thinking: How to Change Your Future

8 Email Mistakes to Avoid

4 Biggest Weaknesses of Great Leaders

Still recruiting with Excel & Outlook?PCRecruiter is the logical next step, and the transitionis easy. Try it today!www.PCRecruiter.net

Discover Popular Online Business AppsSave Time and Compare Popular Business Apps:CRM, Help Desk, Accounting, HR...getapp.com/best-business-apps

Buy a Link Now

Select Services

Reach more customers

AT&T Advertising can help your business grow. Get started today.

Be found

With AT&T Advertising Solutions, its easier to find and be found.

We knows your businessGet a custom-tailored plan for your small business with AT&T Advertising

Solutions.

Take off. Plug away.

Fly with WiFi and outlets at your seat. Book a flight on Virgin America.

Visa Small Business.

Business owners, Cheer for Team Visa on Facebook

Win $15K in ASUS Products

Small Business Tech Upgrade Contest. Register & Win Up to $15K

Support!

Wells Fargo Business

Lets talk about cash flow solutions for your business. Learn more.

Buy one Motorola Admiral for your business, get one free.

From Sprint.

Hertz Business Rewards

Save up to 25%. Earn free days for you and your company. Enroll Now.

FROM OUR PARTNERS

Find Pre-Screened Suppliers

VoipWeb DesignersCredit Card ProcessingOnline MarketingTelemarketingPayroll Services

View all 100 categories >>

ADVERTISEMENT
http://ad.doubleclick.net/click%3Bh%3Dv8/3cd3/2/0/%2a/q%3B257772316%3B0-0%3B0%3B41948247%3B4307-300/250%3B48459765/48459268/1%3B%3B~aopt%3D2/1/ff/0%3B~sscs%3D%3fhttp://googleads.g.doubleclick.net/aclk?sa=l&ai=B0u2X6zEtUOqyC4S7sQfl_ICQD6fEiqQCp7PyiE7AjbcBgPEEEAEYASDU7JoVOABQ2bz7jf7_____AWDNuOmApAOgAa-2xuwDsgELd3d3LmluYy5jb226AQozMDB4MjUwX2FzyAEC2gFXaHR0cDovL3d3dy5pbmMuY29tL2plZmYtaGFkZW4vMy1pbnRlcnZpZXctcXVlc3Rpb25zLXRoYXQtcmV2ZWFsLWV2ZXJ5dGhpbmcuaHRtbD9uYXY9cG9w4AED-AEBgAIBqAMByAMd6AO_B-gDPPUDAgAARMgEAaAGAuAGh9-4Eg&num=1&sig=AOD64_1NGbYmyp7CM2o4Td7njTaUMTrcoA&client=ca-pub-9569526099065935&adurl=http://sixpackshortcuts.comhttp://www.resourcenation.com/landing/inc/businesshttp://www.resourcenation.com/landing/inc/payroll-serviceshttp://www.resourcenation.com/landing/inc/telemarketinghttp://www.resourcenation.com/landing/inc/online-marketinghttp://www.resourcenation.com/landing/inc/credit-card-processinghttp://www.resourcenation.com/landing/inc/web-designhttp://www.resourcenation.com/landing/inc/voiphttp://ad.doubleclick.net/clk;260557895;13672789;d?http://link.hertz.com/link.html?id=26708&LinkType=HZLK&target=productservice/index.jsp?targetPage=IndSmallBusinessTraveler.jsphttp://ad.doubleclick.net/clk;259797689;13672789;s?http://clk.atdmt.com/SRT/go/405366878/direct/01/http://ad.doubleclick.net/clk;256339463;13672789;x?http://adfarm.mediaplex.com/ad/ck/16161-150688-1610-12?mpt=%25nhttp://ad.doubleclick.net/clk;258910636;13672789;w?http://promos.asus.com/techupgradecontest/http://ad.doubleclick.net/clk;258908412;13672789;v?https://bs.serving-sys.com/BurstingPipe/adServer.bs?cn=tf&c=20&mc=click&pli=4826448&PluID=0&ord=%25nhttp://ad.doubleclick.net/clk;258704812;13672789;t?http://ad.doubleclick.net/clk;258379931;83276810;vhttp://ad.doubleclick.net/clk;252047991;13672789;v?http://clk.atdmt.com/CNT/go/373371357/direct;wi.1;hi.1/01/http://ad.doubleclick.net/clk;252047991;13672789;v?http://clk.atdmt.com/CNT/go/373371357/direct;wi.1;hi.1/01/http://ad.doubleclick.net/clk;252047991;13672789;v?http://clk.atdmt.com/CNT/go/373371357/direct;wi.1;hi.1/01/http://www.industrybrains.com/inc/Default.aspxhttp://links.industrybrains.com/click?sid=797&scid=14011&rqctid=5570&pos=2&lid=726888&cid=156912&pr=2&tstamp=20120816134616&iip=201.21.221.22&ltype=JSCR&lname=336x150&url=http://www.getapp.com/top-apps%3futm_source%3dmarchex%26utm_medium%3dCPC%26utm_campaign%3dINChttp://links.industrybrains.com/click?sid=797&scid=14011&rqctid=5570&pos=2&lid=726888&cid=156912&pr=2&tstamp=20120816134616&iip=201.21.221.22&ltype=JSCR&lname=336x150&url=http://www.getapp.com/top-apps%3futm_source%3dmarchex%26utm_medium%3dCPC%26utm_campaign%3dINChttp://links.industrybrains.com/click?sid=797&scid=14011&rqctid=5570&pos=2&lid=726888&cid=156912&pr=2&tstamp=20120816134616&iip=201.21.221.22&ltype=JSCR&lname=336x150&url=http://www.getapp.com/top-apps%3futm_source%3dmarchex%26utm_medium%3dCPC%26utm_campaign%3dINChttp://links.industrybrains.com/click?sid=797&scid=14011&rqctid=5570&pos=2&lid=726888&cid=156912&pr=2&tstamp=20120816134616&iip=201.21.221.22&ltype=JSCR&lname=336x150&url=http://www.getapp.com/top-apps%3futm_source%3dmarchex%26utm_medium%3dCPC%26utm_campaign%3dINChttp://links.industrybrains.com/click?sid=797&scid=14011&rqctid=5570&pos=1&lid=612498&cid=145933&pr=2&tstamp=20120816134616&iip=201.21.221.22&ltype=JSCR&lname=336x150&url=http://www.pcrecruiter.net/products_HR.htm%3futm_source%3dIB%26utm_medium%3dCPC%26utm_term%3dROS%26utm_campaign%3dINC2http://links.industrybrains.com/click?sid=797&scid=14011&rqctid=5570&pos=1&lid=612498&cid=145933&pr=2&tstamp=20120816134616&iip=201.21.221.22&ltype=JSCR&lname=336x150&url=http://www.pcrecruiter.net/products_HR.htm%3futm_source%3dIB%26utm_medium%3dCPC%26utm_term%3dROS%26utm_campaign%3dINC2http://links.industrybrains.com/click?sid=797&scid=14011&rqctid=5570&pos=1&lid=612498&cid=145933&pr=2&tstamp=20120816134616&iip=201.21.221.22&ltype=JSCR&lname=336x150&url=http://www.pcrecruiter.net/products_HR.htm%3futm_source%3dIB%26utm_medium%3dCPC%26utm_term%3dROS%26utm_campaign%3dINC2http://links.industrybrains.com/click?sid=797&scid=14011&rqctid=5570&pos=1&lid=612498&cid=145933&pr=2&tstamp=20120816134616&iip=201.21.221.22&ltype=JSCR&lname=336x150&url=http://www.pcrecruiter.net/products_HR.htm%3futm_source%3dIB%26utm_medium%3dCPC%26utm_term%3dROS%26utm_campaign%3dINC2http://www.inc.com/les-mckeown/4-biggest-weaknesses-of-great-leaders.html?nav=pophttp://www.inc.com/ilya-pozin/8-email-mistakes-to-avoid.html?nav=pophttp://www.inc.com/geoffrey-james/positive-thinking-how-to-change-your-future.html?nav=pophttp://www.inc.com/karl-and-bill/5-signs-that-youre-an-entrepreneur-at-heart.html?nav=pophttp://www.inc.com/tim-rice/karen-mills-how-the-small-business-administration-can-help-you-raise-capital.htmlhttp://www.inc.com/tim-rice/karen-mills-how-the-small-business-administration-can-help-you-raise-capital.htmlhttp://www.inc.com/chris-beier-and-daniel-wolfman/intuit-quicken-scott-cook-global-expansion-failed.htmlhttp://www.inc.com/chris-beier-and-daniel-wolfman/intuit-quicken-scott-cook-global-expansion-failed.htmlhttp://www.inc.com/scotty-cadenhead-and-malachi-leopold/eboo-patel-the-interfaith-youth-core-how-i-built-itl.htmlhttp://www.inc.com/scotty-cadenhead-and-malachi-leopold/eboo-patel-the-interfaith-youth-core-how-i-built-itl.html


3/6



Don't look only for candidates who were brought into an organization by someone else;

look for candidates who brought employees into their organization.

"Great employees go out of their way to work with great leaders," Younger says. "If

you're tough but fair, and you treat people well, they will go out of their way to work

with you. The fact that employees changed jobs just so they could work for you speaks

volumes to your leadership and people skills."

Read more:

Best Way to Make a Decision

This Is the Only Management Strategy You'll Ever Need

Boost Your Creativity in 10 Minutes

Jeff Haden learned much of what he knows about business and technology as he

worked his way up in the manufacturing industry. Everything else he picks up from

ghostwriting books for some of the smartest leaders he knows in business. @jeff_haden

Wednesday at 9:06am

This is interesting! thanks for sharing!

Taylor Mitchell

www.epublicitypr.com

LIKE REPLY

Monday at 5:23am

This is a very superficial article and while the questions will elicit a pattern they seem like a strategy for

impersonally and quickly scanning candidates than to evaluate them.

Another important point is that it's highly prejudiced about a candidates motives. The reason people

apply for a specific job is because they see it as an improvement in their lives at the point in time and

space and the vast majority have not actually rationalized it.

The interview should focus on if the candidate has the will and the skill, cultural fit and be part of the

organizations vision. Off course it his requires that the interviewer is very clear and prepared on these

points, which is often not the case!

LIKE REPLY

Sunday at 7:48pmI had an interview last week where I had to answer exactly those 3 questions, and honestly I feel that

90% of the times you will not say exactly why did you leave? question, I had to say that I resigned with

2 week notice due to the distance (the truth is that been in that company for over 3 years and got

promotions but exactly the same pay rate $12.00, my boss kept telling me that they were going to give

me an increase after the company have better numbers :(...that never happened, I was a great

employee but I had to leave...how am I going to talk about that my company didn't keep its promise to

me?, anyways, I asked my ex-boss for a recomendation letter and he says that the company don't do

that, that the position is still open if I would like to come back, and to give the 800 number to my

prospective employers (And do they really want me to come back?). The second question was: "how

did you find about the job?" Well I found about the job online and since I tough I had sort of experience

on that field I decided to apply, "What did you liked about the job?" well, I liked the posting, researched

the company and I think it's a great place to work (What am I suppose to say? No I don't even know

where am I going, and why do they always run credit checks on us as future employees? isnt it enough

with the criminal backgrounds? How do I know this will be a great business for me? How do I know

how many court orders this company has? can I check the company background too? well, all this is

really frustarting! the best jobs I had in my life, we just had short and sweet interviews: Did you see the

requirements? Yes! Do you think you can do it? Yes! Will you be willing to take trainings? Yes! then I

got hired! Hope someday some recruiters treat us as a future loyal employees and not as a suspiciuos

aplicants.

ePUBLICITYpr

|

Luis Xavier Baena Mourao

|

Mia Ferrelli
http://www.inc.com/member/146729http://www.inc.com/member/146729http://www.inc.com/member/146895http://www.inc.com/member/146895http://www.inc.com/member/148898http://www.inc.com/member/148898http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/login?returnurl=http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.htmlhttp://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/incjobs?nav=jobshttp://www.twitter.com/jeff_hadenhttp://www.blackbirdinc.com/http://www.inc.com/author/jeff-hadenhttp://www.inc.com/jeff-haden/how-to-make-team-more-innovative-instantly.html?nav=nexthttp://www.inc.com/jeff-haden/key-to-leadership-managing-employees.html?nav=nexthttp://www.inc.com/jeff-haden/the-best-decision-making-criteria-of-all.html?nav=next


4/6



LIKE REPLY

August 10, 2012 at 7:05pm

Smart talented people who can see through manipulative mind games would overlook that interview

and continue searching leaving you with the desperate or the weak of mind unless your hiring for

Disneyland and even then, they will often board with you until something better turns up because of a

lack of straight forwardness and transparency of where your getting at during that interview.

Anybody seeing through your game will adapt their answer to suite the situation.

I felt like trying something new as opposed to my boss sucked! (No employer wants to hear that

because he imagines himself when he hears that)

And yes Elizabeth B. the ("Oh, I hope he doesn't call me back." ) guy is this guy...

Q1. How did you find out about the job?

A1 It was somehow advertised

Q2. What did you like about the job before you started?

A2 The fact that it can pay my bills (Any other answer is #2 and up to please you....seriously)

Q3. Why did you leave?

A3 Because I did not like them or they did not like the fact that I did not like them...

There is nothing worse than a hypocrite, sounds like 1980's management style

I have had some really good and some really bad bosses.

I pity the one's who have only known tyrant bosses and that have had to fight them off and quit or

worse, (keep that crappy boss!!!)

1 LIKES LIKE REPLY


The last two people I interviewed and hired on my team were asked the following question that none of

these articles address.

Q. What characteristics of this job I have described to you today would motivate and excite you to

come to work everyday?

Job requirements will be specific to the industry and function of that particular job; however, this

question has been very useful to me in terms of revealing what aspects of the job the candidate is

drawn to and whether stated strengths in other areas of the interview match what the candidate really

enjoys doing. This question also typically reveals what the candidate truthfully views as their core

strengths because people typically excel at what they enjoy doing. That said, you would be amazed at

the number of times people state their strengths because they think that's what you want to hear and

then answer my question in a totally different way. Ex. I'm good at developing sales processes but

what I really enjoy is vendor management because developing process documentation really is boring

to me. I've had numerous job candidates reply to me with this level of disparity and it reveals

something about their true skillsets and motivations.

HAPPY EMPLOYEE = HAPPY CUSTOMER = HAPPY SHAREHOLDER

1 LIKES LIKE REPLY

August 10, 2012 at 12:02pm

Wow. This article created quite a heated conversation. Many great points from those on all sides of the

discussion.

Many organizations rely (largely) on traditional reviews of resumes and interviews and not valid and

reliable assessments which can easily help identify gaps between the resume and the answers to any

set of interview questions which are asked.

Look here for amazing research on hiring sale people: http://regs-

successtips.blogspot.com/2012/07/groundbreaking-hiring-research-on-top.html

You will be glad you did.

LIKE REPLY

August 10, 2012 at 7:41am

I've got to admit, I didn't find myself agreeing with the analysis.

I once had an interview with a would-be boss that told me exactly what he didn't like in the person

before me. I didn't get the job, but I remember thinking as I left the interview office afterwards, "Oh, I

hope he doesn't call me back." An interview is a two way street, afterall.

With regards to "How did you hear about this job?" then a judgment about using Seek, this article is

just pure fallacy.

When I think about how I look for a job, I would ask my network, yes. But I -also- would look on Seek

and my company's intranet. I'd check out the websites of likely companies that I've short listed as in my

industry or desirable to work for and check their openings. I'd visit job fairs. Looking for work is a job,

and it isn't just about tapping your high powered friends on the shoulder - who might be happy to help,

but might equally want to kick your ass for asking, even if they do like you and think well of you.

Candidates that rely solely on their network aren't taking the wisest approach. Candidates telling

interviewers that they're also using their extensive network to get a job would be plain folly unless that

network got them the interview, in which case the interviewer already knows they have a network. If

|

Yannick Lebel

| |

Steve Robinson Sr.

| |

Reg Gupton

|

Elizabeth Blythe
http://www.inc.com/member/145632http://www.inc.com/member/145632http://www.inc.com/member/145911http://www.inc.com/member/145911http://www.inc.com/member/146096http://www.inc.com/member/146096http://www.inc.com/member/146157http://www.inc.com/member/146157http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/


5/6



this is really a criteria for hiring, why bother interviewing anyone that wasn't introduced to you? What is

an inverviewer really looking for with this question? Not how well someone networks, that's for certain.

The question "Why did you leave your last job?" might include answers like "I didn't get along with my

boss", and maybe that is a problem - but maybe the boss really was a bad manager. Being the boss

doesn't win someone a 100% right card, it just means they're 100x more responsible for things going

wrong because of their role and the power dynamic. As a PM that regularly puts teams together that it's

my responsibility to motivate, believe me, if there's a conflict between people or myself in my team, it's

because I'm not addressing it. I won't be let off the hook about the project's success because of a bad

resource, and a CEO won't either when people ask him why his company's doing so badly if he

demoralizes and abuses his team.

Research indicates that a *huge* percent of people do leave their jobs precisely because they don't get

along with their boss - I think it's upwards of 80%. So if someone tells an interviewer anything else

besides that, they're *probably* only telling part of the truth if not flat out lying. I suppose if you want to

know how well someone handles an awkward question, this is a good one. Maybe it'll even tell you

something important, like what the person's values are - and I agree, if someone cannot see any fault

in themselves and goes on about how everything is awful, then they're probably not going to be good

for the work environment - but the way the author wrote this, we're to believe a person who didn't get

along with someone else is automatically a bad worker. How many of us can sincerely say we've never

had a conflict with anyone or never disliked someone for whatever reason?

"How many people have you hired?" assumes a specific level and type of role that you're hiring for. I

wouldn't give a fig if I was hiring a computer programmer how many people they'd put through an

interview or brought to the table, I care about if they have the technical skills I need, will fit in with the

company culture, and are willing to put their best foot forward.

In general, I think these questions, especially the awkward ones, are either begging for the lies or

looking to punish the interviewee for honesty. Personally, if I did ask these questions, I'd be looking forhow their answers fit the role (a mediator probably should be expected to have better social skills and

manage conflict better than a technical specialist, for example), but I wouldn't use the questions with

the judgments behind them as were written here.

When I have hired or have interviewed, typically the questions are behavioral and aimed to verify the

CV, detect skillset, determine future behavior, and finally determine cultural fit. I personally avoid

distasteful questions because, at best, I figure I'll get a lie, which won't really tell me anything - I

probably won't even know it's a lie, so all I'd be doing is gathering false information instead of what I

need to make a decision.

LIKE REPLY

August 10, 2012 at 12:39pm

Amen on the part about why you left your last job, and overall.

LIKE REPLY

August 10, 2012 at 5:18am

This is a great article! To continue the discussion on how well a candidate fits into the group, I would

highly recommend everyone to read this article on how you can tell whether one if fit for your group or

not.

http://www.consultingcafe.com/articles/hiring-experienced-consultants-for-cultural-fit

I hope you enjoy the article as much as I did :)!

1 LIKES LIKE REPLY


Kate, your feelings and thoughts are shared by many.

LIKE REPLY


I'm getting a little tired of articles about "brilliant" interview strategies from those who obviously haven't

had to be on the other side of the conference table in the past 2 decades. Networking, office

socializing, subjective ethical judgments, all irrelevant.

Why doesn't someone shine a light on how broken and outdated the whole office dynamic is. Stop

concentrating on semantics and pointless procedure and start concentrating on your talent.

I've worked with unbelievable examples of employees who violated every tenet of proper social

behavior. In the end it wasn't how nice they were at the company picnic, it was how well they

accomplished their task. We don't go to work to find friends and if we do we really should be

volunteering at a charity instead.

"He or she is just looking for a job; often, any job. And that probably means he or she isn't particularly

eager to work for you" My god, I don't think I've seen a more insecure, arrogant comment in an HR

article. Gosh Mr. Trump, I've followed your career for years just so I could come and shine your shoes

with my tie...nuff said there...

"Great employees go out of their way to work with great leaders", I call BS on that. Great employees

aren't always the greatest asset. You might as well say great employees are great lemmings.Great employees don't work hard because of lofty titles or huge salaries. They work hard because they

appreciate their work environment and enjoy what they do." Ok I can partially buy into that. The issue is

that this supposed magnanimity is often abused by the organization they work for. Once the employee

|

Daryl K Tabor

|

Julia Williams

| |

jensen-scott

|

midagedgamerguy
http://www.inc.com/member/144437http://www.inc.com/member/144437http://www.inc.com/member/145192http://www.inc.com/member/145192http://www.inc.com/member/145646http://www.inc.com/member/145646http://www.inc.com/member/145947http://www.inc.com/member/145947http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/


6/6



30 Under 30 Entrepreneurs & the Olympics How I Did It Inc. Leaders' Forum Trep Life

HOME MAGAZINE CONTACT US ABOUT US ADVERTISE EVENTS LEGAL DISCLAIMERS PRIVACY POLICIES SUBSCRIBE BUSINESS OWNERS COUNCIL

Copyright 2012 Mansueto Ventures LLC. All rights reserved.

discovers their martyrdom they usually leave.

So take a hike Younger, you're outdated.

4 LIKES LIKE REPLY

VIEW MORE COMMENTS

| |
http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#/http://www.inc.com/ibochttps://magazine.inc.com/loc/ICM/footerhttp://www.inc.com/about/privacy.htmlhttp://www.inc.com/about/disclaimer.htmlhttp://www.inc.com/eventshttp://mediakit.inc.com/http://www.inc.com/about/index.htmlhttp://www.inc.com/about/contact_us.htmlhttp://www.inc.com/magazinehttp://www.inc.com/http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#http://www.inc.com/jeff-haden/3-interview-questions-that-reveal-everything.html?nav=pop#

3 interview questions you must ask | inc

Documents