How Does a Recruiter With Limited Experience Evaluate Answers in Personality Interview Questions?
By Jeff Altman, The Big Game Hunter
It’s actually pretty easy and obvious if you remember your own experience when you are beginner.
By the way, there’s a book that I mentioned in the video called, “iX Leadership.” This is a link to it on Amazon if you want to buy it.
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Jeff Altman, The Big Game Hunter. I’m a coach who helps people with hiring more effectively, job search, managing, leading, you know, workplace related stuff as well as helping you develop in your career..
Question from Charles reads, “How does a recruiter with limited experience assess the candidates answers in personality interview questions? Love this and it’s really fascinating because it goes to an expectation that people have about recruiters and other professionals as having knowledge that’s perfect that they can assess for anything and how the heck are they doing that if they don’t have a lot of experience? Or to diminish this person because they don’t have a lot of experience?
You see in most organizations, the agent is backed up by someone more senior who knows more and in trying to fill a position where they’re doing personality interview questions and I’ll give you an example of a couple– Do you prefer working in a team or on your own? Why?
If you could change one thing about your personality at the snap of your fingers, what would it be?
There’s one more. Tell me about a time when you had to fill in for someone? Were you successful? How did the experience make you feel?
If you think about these questions in one way or another, they are designed to assess the personality because they have a group that they’re trying to fit you into and they want to see what your personality is going to be like with these other people.
I’ll give you another example from a book I’m reading. Now I’m really enjoying it. I’m relatively early in it but there’s a lot of good material here. “iX Leadership: Create High 5 Cultures and Guide Transformation. I’ll have a link to it in on Amazon in the show notes.
Two questions out of which they develop a matrix– Do you prefer to be adaptable or organized? Is it more important to make a decision or to gain buy-in? From that they create an axis and position you in the axis to see where you might fit and the goal is not about anything more than learning about how you operate and where you’d be more effective.
How do they do this when they don’t have a lot of experience? They’re guided by more experienced people. You’d have answered based upon what the hiring managers are telling you that they’re looking for. This isn’t tough. People are not fully formed when they come out of school, right? And then you were fully formed and neither are recruiters. To expect that from them is unreasonable.
Understand, organizations have backup systems in place to help guard the less experienced people so that they develop expertise just like what happened for you! You weren’t put at a desk, given the most complicated assignment on the planet! You developed.. You asked questions. You learned. Same thing
with recruiters.
I’m Jeff Altman. Hope you found this helpful. My website is TheBigGameHunter.us. Go to the site. Go explore and there’s a lot there that can help you. I also want to mention if you’re interested in one-on-one coaching from me, at the site, there’s a button there that says SCHEDULE. You can schedule time for a free discovery call or you can schedule time for one-on-one coaching in a variety of different areas. I’d love to help you.
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