Tough Interview Questions | What is The Most Likely Reason We Would Decide to Part Company? | JobSearchTV.com


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This is truly obnoxious question that I teach you have flip and point back to them. And when they try and pointed back at you, I explain how to smoothly deflect them.

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I spotted this question online. I don't like the answer that's been proposed. I'll read it to you but I'll give you my own version of it.
The question reads in full (the title is just an encapsulation. Let me give you the full texture, "Let's assume we both decide to move forward, and you've been on the job for three months. After 90 days, one or both of us decide it isn't going to work. What is the most likely reason this happened? Now, the answer that's been proposed is it's designed to find out about your weaknesses. So, you feel the pressure to wind up coughing up a weakness. As such, it's often . . . it's funny, it's done later in the interview.
Earlier in the interview. they might ask you about your strengths and weaknesses. Then, they might circle back to this later on. I think that's bogus. If it happens to happen to you, where they're asking both questions, just say something congruent with that one. But I think the smoother answer, the one that will get a rise out of everyone is if you say to them, "Great question. I think the most likely scenario for this to not work out after 90 days is if you decide that based . . . let me rephrase that. The most likely way it would will not work out is if the organization had to cut headcount significantly and based upon new person in rather than my performance, you had to make a cut. That's the most likely scenario, because my approach to this is this is a great job. If you're being forthright with me, and I have no reason to believe you aren't, then you're not the issue. I know my performance is not gooding to be the issue. And if the only way I can see this happening is if the organization changes directions, and it decides that the newest guy is going to be out the door. Well, I could see that happening. But other than that, I don't see anything."
Then, if they come back to you about, "Oh, no, this is about you and where you might screw up," you flip it and say, "That doesn't happen. I don't screw up. So the likelihood is that it's you, or your organization that makes this call, not based upon performance, but based upon some secondary reason. Notice, you're flipping the question; you're not buying into it.
It's kind of like on the old Star Trek series. There was this episode, called the Kobayashi Maru. The premise behind it is every Starfleet commander had always failed because they still stuck with the premise of the question and Captain Kirk didn't buy into it. He reprogrammed the computers so he never wound up having to face the life and death scenario. So, I'm not I'm going to tell you point blank, don't buy into the premise that it's based upon you

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1400 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was recently named a Top 10 podcast for job search. JobSearchTV.com was also recently named a Top 10 YouTube channel for job search.

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