interview questions | | Jeff Altman, The Big Game Hunter

Hiring? Here’s a Great Question to Ask Senior Professionals | No BS Hiring Advice

January 23, 2019January 23, 2019 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=JQHBn1GmdHE

When you hire a senior professional, you want to make sure that they are self-aware, right? Here’s a question that will challenge people.

Summary

I thought we'd offer a question to you as an HR professional, more importantly, as a hiring manager, because I think the hiring manager's really going to be the ideal person to ask this question. And the question is, well, let me just back up for a second.
Most job hunters are prepared with information about what they've done and how they went about it, spun in a way to always talk about the positives, right? Have you ever heard a story that basically translates into, "well, I screwed that one up!"
Well, fundamentally that's what I'm going to ask you to ask them, Now the question is, "tell me about your failure resume." When they look at you stunned, say, "I'm sure you've accomplished a lot of great things, but you've also blown a couple of things along the way, too. I want learn about those, as well," and the key for you is not being overly critical except if they don't reveal anything.
If they say, "no, I never made a mistake. I've never failed at anything I've done," lie. Lie lie in much the same way as when you ask other behavioral interview questions to get a sense of a person and their self-awareness. Well, here's an example of one, too.
After all, if they worked on projects or programs where they made mistakes that have been costly, they've interacted with a boss, a division head, a team member, an employee, someone and they misspoke and hurt someone.
Talking about the mistakes that people make becomes a way that s/he can get a sense whether the leader that you're hiring is self-aware enough to understand the impact of their work.
Another great example. You know, I didn't go to bat for someone I really should have. By the time I went to bat, they were out the door. It was too late. They already committed elsewhere," or "I wasn't aware enough that there were those problems on my team. They hid it from me."
Well, look at that one example. There are problems on my team and they didn't trust them enough to let you know. How did that come about? And you want to get them talking with you about the mistake that they made and what they learned from it.
I have another question that talks about, "Tell me about a professional mistake you made and what you learn from it. After all, everyone makes mistakes. I make mistakes; you make mistakes. Tell me about a professional mistake you made and what you learn from it." Great question!
This is another way of approaching that question. And I think it's more impactful to talk about a "failure resume" and you can say, "I'm not talking about when you were in college. I want to get a sense of who you are as a professional and to get a sense of the mistakes that you made and what you learned from it."

ABOUT 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 1300 episodes and his newest show, “No BS Coaching

Advice.” He is a member of The Forbes Coaches Council.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Connect with me on LinkedIn. Then message me to schedule an initial complimentary session.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.

Connect with me on LinkedIn. Like me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

Join Career Angles on Facebook and receive support, ideas and advice in your current career and job.

Tell Me About a Time When Something Went Wrong at Work and You Took Charge | JobSearchTV.com

January 15, 2019January 15, 2019 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=AGKDh_MgPj4

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This is one of those tough interview questions that can be asked of people both had a senior level in the staff level.

Summary

The question I'm going to work with today is one that it's pretty clear. It's a behavioral interview question. It asks about a behavior that you've had previously and this one is geared towards leadership. You can always recognize the signal a behavioral interview question because it starts off with, "Tell me about a time when you . . . " and in this particular case, "tell me about a time when something went wrong at work, you took control to charge took action ..." something along those lines is what I'm looking for.
That really is the launch point. They want you to tell them a story and, again, following the format that I teach -- the story starts off with a situation, what the objective was, the action and the result and, in providing the result, you want to provide a metric for whatever impact was. That's a numerical measure of money saved, money earned, percent improvement, how you turned around the project and what the impact of your work was.
Now, if you're at a staff level, instead of this acronym of SOAR (situation, objective, action, result), I suggest situation, task, action ,result. Slightly different when you you are at a staff level than when you're at a leadership level.
So, what do they want to hear from you?
Number one is a time where you actually stepped up because a lot of people talk the talk and when asked the question like that, they provide a story that doesn't indicate that they've ever done it. So, they are listening for cues that indicate that you actually did step up, that you didn't take a back seat. In the course of working with other people that you actually stepped out front.
In telling the story what they don't want to hear is a lot of criticism. They don't want you complaining about your colleagues. They don't want you to get triggered emotionally and freaking out in front of them.
They want to have someone tell them a story that's clear, concise, and to the point that demonstrates that when the going gets tough, you step up. That, in a sense, that there's enthusiasm and passion and a commitment to lead no matter what's thrown at you . . . dare I say a little bit of bravery maybe. So, that's what they're listening for in your answering the question. Give it to them. It's really that simple.
If you don't, it's a void that they can fill in with their story about weakness and lack of suitability for leadership roles.

ABOUT 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 1300 episodes and his newest show, “No BS Coaching Advice.” He is a member of The Forbes Coaches Council.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Connect with me on LinkedIn. Like me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

Join Career Angles on Facebook and receive support, ideas and advice in your current career and job.

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle on Amazon and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.” If you are starting your search, order, “Get Ready for the Job Jungle.”

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

Would you like me to critique your resume. Order a critique from me

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

Tough Interview Questions: Are You Actively Interviewing? | NoBSJobSearchAdvice.com

December 21, 2018December 21, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=Nab3Cj3f0JE

Listen to the full episode here:
http://www.blogtalkradio.com/thebiggamehunter/2018/03/23/tough-interview-questions-are-you-actively-interviewing

EP 1052 How do I answer when a recruiter asks me “Are you actively interviewing, and do you have any deadlines, pending offers, etc.?”

Summary

How do you answer the question, "Are you actively interviewing?

What are they really trying to find out?"

There are a few ways to answer this question based upon where you are in your job search.

If you have been out of work for 6 months and they asked this question, they are tossing you a lifeline. After all, if it is been 6 months that you've been out of work, they are thinking that there was something wrong with you. It gives you a chance to say, "I took a few months off. I never did that at any point in my life before that. The kids have grown up. I decided to take it a little easy. It's time for me to get back to work." That's the way to answer the question if there is been a period of time where you been out of work.

If They Recruited You . . .

Let's work with the assumption that they are recruiting you and they asked this question. Then, the purpose of the question is very different than when asked of the person is been out of work for 6 months.

Here, they are trying to figure out whether (1) you are out interviewing and where you are in your job search. (2) I've had people who contacted me about position side advertised for, and they have 3 job offers and expect my client to jump through hoops to compete with those other offers in one day. after one meeting that lasts for 1 minute.

It doesn't work that way. You went out on a bunch of dates before you decide to get married, right? Employers are no different.

The implication for the person who was recruited and is asked this question is to figure out whether we were lucky enough to just find you and your background fits the job or did we stumble across someone who is actively interviewing and is been on 27 different interviews… You get the idea.

The correct way to answer if you have been on a few interviews is to say, "Yes, I have been on a few interviews recently."

"Where are you in your search?"

"I don't think I'm close to an offer. I have had firsts and seconds at a few places. Firms seem interested, but I don't have any offers yet and no one is talking to me like I am getting one yet. That's a good way to deflect the question.

Now, if you are close to an offer, from the recruiter's perspective, they are thinking, "Why should I invest time in this person when I not going to make any money or my client will take too long for this person and their timetable. I know this hiring manager can take a month to even decide to interview this person." On and on and on.

From the standpoint of the employer-recruiter, based upon what they know of the hiring manager, they are trying to figure out whether they have the time to get you into the process and bring it to a successful end.

If you say something like, "I have a few things I seem to be on final rounds for but I don't have any job offers yet"

"What would keep you from accepting an offer from 1 of those firms?"

"Well, money, of course. After all, I'm not looking to take a lateral or less. If they offer too little, I'm not going to join."

"How much would you be looking for?"

"Well, that depends upon the opportunity. I obviously want to contribute to an organization . . . "

I'm trying to give you a sense of the flow of the conversation as you answer questions.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves career coaching, all as well as executive job search coaching and life coaching. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1000 episodes,“ Job Search Radio,” “and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Visit <a href=”http://
www.TheBigGameHunter.us” >www.TheBigGameHunter.us
and click the relevant tab on the top of the page.

Connect with me on LinkedIn

Join and attend my classes on Skillshare. Become a premium member and get 1 month free.

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle on Amazon and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

Subscribe And Give This Video A Thumbs Up If You Found It Helpful.

How Lucky Are You and Why? | JobSearchTV.com

September 27, 2018October 28, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=UzCI_0wdGJI

I explain what the trick is in this question and how to answer it.

Summary

This is one of those fun trick questions. I have to say, "trick" because let me explain the trick to you because it suggests the answer and most people miss it entirely. The question is, "How lucky are you and why."

The key to suggesting the answer is the "and why" part because most people are going to go off on a tirade about an incredible luck lock luck or they have no luck. Pretty predictable answers.

Now, what the employer is suggesting with the question is that there are reasons why people are lucky and they want to know what your reasons are so it let's you know right off the bat they're thinking it isn't about luck afterall. Now, you might just simply start off by saying, "You know, luck is one of those funny things. You know, for example, there are musicians who are incredibly lucky but no one talks about the 25 years they've spent in the studio working up to the point where someone would notice them. Thus, they become the luckiest musicians on the planet because they've got the hit record. Or, you know, a variety of things. You can use movies as an example of that.

But, fundamentally, what employer generally wants to hear is, "Some people talk about karma and I've thought a lot of great things in my life that help to create circumstances where I receive good fortune. And thus you translate luck into good fortune. "But I don't want to make it seem as though these things happen by accident. I work incredibly hard to make my "luck" as you will to put myself in the position where I have the opportunity to have good things happen to me. You know I do the work. You know I drive the sales (You talk about the nature of work).

You know, in answering the question, you lay out a couple things that you do that helps make you "lucky" so that it is really about the luck. Most people don't know how much I've done up until this point to arrive at the stage. Where they think it's luck, I think it's the effort that's gone into it."

And then they'll ask you, "Can you give me an example of that? Can you talk about something from your history where people were amazed that you did something but you spent 20 years of my life working up to that point?"

Maybe it was how you came up with a solution to a problem where you'd seen something similar or in junior high school. On and on and on. You can use examples like that but you know the trick is not that it's a luck but that you've put effort into getting "luck" to put yourself in the position to be able to be lucky.

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 1200 episodes, “Job Search Radio,” “and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Connect with me on LinkedIn. Like me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

Would you like me to critique your resume. Order a critique from me

For more about LinkedIn, order “Stacked: Double Your Job Interviews, Leverage Recruiters and Unlock LinkedIn.”

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

Tough Interview Questions | How Do You Manage Conflict? | JobSearchTV.com

October 9, 2018October 9, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=9xX536FS650

Follow Jeff Altman, The Big Game Hunter on Facebook
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I love tough interview questions and this one has a pat answer and a better one. I offer the pat answer and then the one that you should give.

Summary

I'm Jeff Altman, The Big Game Hunter. I'm the head coach for JobSearchCoachingHQ.com. I coach people and organizations.A lot of my work involves career coaching, leadership coaching and executive coaching. Here, I have one of those tough interview questions that, for you, asa single professional, is an important one to be prepared to answer. I want to say. I know the traditional answer but there's got to be a twist at the back end of it and it has to be delivered well.
Ifyou've watched any of my stuff before, you know that I'm a big believer in "the theater ofinterviewing." Part of it is not just simply what you say but how you say it in order to be persuasive and to demonstrate congruence with the ideas that you're trying to communicate.
So, when I see this question,, "how do you manage conflict," the traditional answer is to talk about consensus-building you listen to the opinions and inputs from other people. You negotiate. You persuade. You build consensus among the different constituencies until you come to aresolution. Yeah, that's one answer for someone at a manager level.
But when you start entering the C-suite or executive level positions, you have to add a twist to this and the twist is to say, "and sometimes you have to do the unpopular thing. You have to bring the discussion to a close because eventually when all you're doing is going around in circles with people stating and restating opinions, once we get to a point where I notice this happening,I have to make a decision for my team and decide the way we're going to do it. I want to bring this to a successful conclusion as quickly as possible, but always making sure that people believe that they're heard. So yes, I try to do consensus-building. I listen to my team because they are my team and they give themselves to me freely. And I don't want to lose them. These are important people in my success, but they also know that there's a point where we have to come together. And,ultimately, I have to make the decision. So once I made that decision, I want everyone on board with it.
And that's one of the things I seek out at the beginning. Is there agreement that once we've gone through my process, once I've heard them heard them twice, heard them state and re-steak thereopinion, I make a decision. We all have to come together. "
So that's the twist. If you area more senior individual, as opposed to at the managerial level, you focus on the consensus building.
Yes, it's true of you as well. But the expectation of the answer is different when your manager versus when your executive .No that difference,, position yourself accordingly in how you answer this question.
So, I'm Jeff Altman, The Big Game Hunter. If you're interested in my coaching you, connect with me on LinkedIn atlinkedin.com /in/thebiggamehunter. Mention that you saw this video because I just like knowing that I've been helpful to people and, once we've been connected, message me about one-on-one coaching.
I look forward to being of help to you. Hope you have a great day. Take care.

ABOUT 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 1200 episodes, “Job Search Radio,” “and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Connect with me on LinkedIn. Like me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

Join Career Angles on Facebook and receive support, ideas and advice in your current career and job.

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

Would you like me to critique your resume. Order a critique from me

For more about LinkedIn, order “Stacked: Double Your Job Interviews, Leverage Recruiters and Unlock LinkedIn.”

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

Subscribe And Give This Video A Thumbs Up If You Found It Helpful.

One Question to Ask on Your Interviews | No BS Hiring Advice

October 1, 2018September 22, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=BGX_rTUX9vM

In this video, Jeff Altman, The Big Game Hunter suggests a question to ask on your interviews that will help you get many more hires.

ABOUT 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

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

Connect with me on LinkedIn. Like me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

Tough Interview Questions: The Country Club Question | NoBSJobSearchAdvice.com

May 27, 2018September 5, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=U4DeKw9eX60

Listen to the full episode here:
http://www.blogtalkradio.com/thebiggamehunter/2017/09/09/tough-interview-questions-the-country-club-question-video

Jeff Altman, The Big Game Hunter offers and he answer to this question that is designed to see whether you have self-confidence.

Summary

I have another 1 of those fun tough interview questions for you today. Here's how it goes: "You're invited to a party at the country club. As a matter of fact, you are 1 of over 200 people who has been invited. At the time you walk in the door, more than half the people are there. How do people react when you walk in?"

Isn't that a fun one?

The ideas that they want to get a sense of your self-confidence. So, certainly, the correct answer is NOT, I want to repeat, NOT to say, "No one is going to notice me because of very unimportant."

Instead, you provide an answer that demonstrates that you have self-confidence.

The correct answer is actually the honest one.

"Some people would see me and some wouldn't. After all, they are engaged in conversation. It's not like I am The Great Gatsby and people stop in their tracks and started dancing around me and music starts playing, and the party swings in my direction! It's nothing like that. There a lot of people would walk over to me and try get my attention and begin a conversation with me."

That's the most simple and fun way to respond to that question.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for what 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 1100 episodes,“ Job Search Radio,” “and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Visit www.TheBigGameHunter.us and click the relevant tab on the top of the page.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a

community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.

Connect with me on LinkedIn. Like me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

Would you like me to critique your resume. Order a critique from me

For more about LinkedIn, order “Stacked: Double Your Job Interviews, Leverage Recruiters and Unlock LinkedIn.”

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

The Best Interview Question You Can Ask on an Interview | No BS Hiring Advice

October 1, 2018September 1, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=eybnu37THlU

Jeff Altman, The Big Game Hunter provides you with the best job interview question to ask and why.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for what 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 1200 episodes, “Job Search Radio,” “and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

Connect with me on LinkedIn. Like me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

Tell Me About Something You’ve Succeeded At But Hope to Never Do Again | NoBSJobSearchAdvice.com

July 21, 2018July 21, 2018 by Jeff

Listen to this episode of No BS Job Search Advice Radio

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EP 1171 In this video, I discuss several ways to answer this trap question.

Summary

Here's 1 of those fun interview questions. It's a question is designed, not to the specific of the answer, but by the explanation that follows, because you reveal things about yourself that you probably shouldn't reveal.

Here's the question, "What if you done professionally that you succeeded at but isn't an experience you would ever want to repeat." I love that question!

Here are 3 possible ways to answer. The 1st way to answer it is by talking about by talking about a menial task you had to do BUT you have to make sure that you don't describe it as being unsatisfying and as though you are up above it all.. Think like a sports team.. There are people in baseball who have to sacrifice themselves to move a runner over. Well, you can talk about that time you swept the floor or stuffed envelopes,, and you understand the importance of the role. The places to stay clean. Envelopes have to go out. You did it well but it's not something that really causes your mind to stay active. You coped with it. You put best effort into it, but, at the end of the day, it's not something you enjoy doing. That's one way to answer.

Another way is by talking about something that was team related.. You worked on this project with other people and then you describe your role on the team. Maybe there were difficult personalities on it. Maybe there are people with whom you just couldn't see eye to eye that a lot of the team was bumping heads with. You tried to be a mediator at times and work on getting collaboration but there was some personalities there who just didn't want to collaborate. They just wanted to rule. Then, you talk about your efforts. "We got the thing going. We made it effective. Some people got ostracized on the project. It was a tough experience but you all pull together… Almost all of you pull together and bring it home.

The 3rd way to answer this… You did something that was really hard. Then talk about what made it hard. Maybe it's because it was poorly planned. Maybe it was badly executed. Whatever it was. Don't talk about the blame. Talk about the difficulty in delivering what it was that everyone had committed to do… Maybe it was the planning and you weren't involved with that. But, at the end of the day, you did your part,, others that theirs, other people didn't do anything. It eventually came through. .. You get the idea. Talk about something that was extremely hard, probably from a planning standpoint being the failure is probably the easiest case to work with. Then work from there in describing what made it so hard.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for what 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 1100 episodes, “Job Search Radio,” “and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

If you have questions for me, call me through the Magnifi app for iOS (video) or PrestoExperts.com (phone)

Connect with me on LinkedIn. Like me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

Don’t forget to give the show 5 stars and a good review in iTunes

If you want to know how to win more interviews, order “Winning Interviews.” You’ll learn how to win phone interviews, in-person interviews, the best question to ask on any interview and more.

Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

Would you like me to critique your resume. Order a critique from me

For more about LinkedIn, order “Stacked: Double Your Job Interviews, Leverage Recruiters and Unlock LinkedIn.”

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

Tough Interview Questions: What Do You Look For When You Hire Someone? | NoBSJobSearchAdvice.com

June 8, 2018July 9, 2018 by Jeff

Watch on YouTube: https://www.youtube.com/watch?v=YJJ4MFzMW8Y

Listen to the full episode here:
http://www.blogtalkradio.com/thebiggamehunter/2018/06/08/tough-interview-questions-what-do-you-look-for-when-you-hire-someone

EP 1129 I offer a way to answer this tough interview question targeted toward people at a manager level and above

Summary

The question for today is, "What do you look for when you hire someone?" It's an easy question and I think it there is a way to give it some texture. Here's how I would answer that question.

"It starts off of me having a clear idea of what I'm looking for because I know HR is going to take a previous job description and want to work from that. I'm going to want to edit it a little bit to really call attention to the qualities I'm looking for. The 1st is going to be that I would need to get clear about what I'm looking for and how I'm going to evaluate for it and how I want my team to evaluate for."

"You see, one thing I've learned over the course of time is that unless I have clarity, my hires are destroying as they could be. I need to get clear about what I'm looking for. Thus, when I'm evaluating someone, #1 is can they do the job? Can they do what I need them to do? #2 is, what are the internals to this person? Are they inspired or are they just doing your job? Does it matter to them? I want to know how that is going to show up for them and how I can support them and not frustrate them."

"Lastly, and this is a funny one, I want to get a sense of how they are going to interact with team. This is not so far as being a team player or fitting in. If anything, I like people who are 'squeaky wheels.' I like to have a certain amount of divergent ideas and backgrounds in order to really make sure that I'm covering all my bases. If I hire homogeneous team, and that such a simply from a diversity of skin color, race, sexual identity or any other orientation, I'm missing something. I also think of it in terms of the diversity of ideas and experiences that I look for in someone."

"So I'm not looking for cookie-cutter beyond simply the skills. What I'm looking for people who can think creatively and they test that a few different ways."

You see how I'm approaching this? I'm not just simply looking for square peg for square hole. I want to skills are obviously needed but all the personality stuff that involved with evaluating for them trying to get this hiring manager who is answering this question to talk about. Otherwise, they are just feeding me pablum and I don't want that. I want to get people who have unique qualifications.

That's the way I would approach the question.

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