There Are Only Three True Job Interview Questions

Deborah Boza-Valledor's picture

This article by Ted Jones on the Stewart Title blog is a good read for any broker looking to improve the way they choose agents or employees to join their team.

Since we talked about the Traits of Remarkable Employees last timeaand what a great response, thank youaletas add one additional article to the Human Resource side.  Even though this article is about questions when hiring an employee (or answering as an applicant), self-employed individuals should also address these three questions.

There are three questions to ask an employee, or yourself as either a self-employed individual, and even managers of themselves:

  1. Can you do the job?
  2. Will you love the job?
  3. Can we tolerate working with you?

Can You Do the Job?
Skill sets and experience are initial primary requirements when considering applying for a position.  You would be amazed at the number of applicants I have seen over several decades now (and remember I was Chief Economist for the Real Estate Center at Texas A&M University until moving to Stewart in 1997), that simply did not have the education or experience set to do the required job.  Do everyone a favor and set your aspirations aside and do not pursue a position you have no abilities to deliver onadespite your own perceptions.  If the position requires statistics, for example, that does not merely mean you need to know the RBIs or yards per carry of certain athletes (and no kiddingasome in the past thought that was adequate for a research position in economics and real estate requiring a statistical background).

Will You Love the Job?
Loving a job means that you do not plan to leave at the next best offeraeven if that is a week after being hired (or as a self-employed individual or independent contractorathe next hot business opportunity makes you leave the industry}.  Airplanes do holding patterns in bad weather waiting to land, and if that is the case in why you either took a position or are doing what you are doing today, you should be honest with yourself and your employer, and admit to them or you that on the next opportunity you will depart.

Loving a job does not mean you get ecstatic about everything you do (and for me, earnings release days taking all of the calls from analysts and shareholders, despite whether we exceeded, matched or missed analyst expectations, is an arduous task).  But it does mean that you are willing to take on all of the components of the jobagood and badaand excel in the way you do those tasks.

Can We Tolerate Working With You?
I probably cannot even count the number of individuals that were so talented, had so many great skill sets, that loved their job, but also were a person who no one can work with because of the way they respond to others.  Wow.  You would think that delivery of results alone is adequateaand under certain circumstances that is true.  When given an alternative, however, they are intolerable.  And unfortunately, some people are intolerable even in the best of times.

My Dad is a sheep rancher that had developed the premier fine-wool sheep genetics in the U.S. (proven by his wool clip value, Texas A&M Ram Test Performance over several years and demand for rams from other ranchers across the U.S.).   He always extensively culled the flock to keep the best ewes and rams.  In recent years, however, the severe drought in Texas caused him even to cull the previous keepers.   Sound familiar?  In good times we accept performanceabut in trying times even that previously accepted performance is unacceptable.

No matter how good you are, if the required maintenance or negative effects a person gives off exceeds their contribution to a business, they are culls. Good times and bad times.

Three True Job Interview QuestionsaResources
This phenomenal article has several quotes and links from recruiting industry gurusaincluding Bill Guy, CEO and President of Cornerstone International Groupaone of the worldas largest human resources consulting groups.   I had the incredible honor a few years ago to address his network of executive recruiters and spend several days with these leaders in day-long meetings and presentations.  Part of the issue in the success of an employee (and I would also say managers and self-employed individuals) is the ability of a manager to recognize the needs of their employees and how to magnify their productivity while at the same time recognizing their needs and ability to work with others.  Click on his article on Talent or Talent Failure at Cornerstone International Group website.

Epilogue
Wow.  Three simple questions we all should address, whether as owners, managers, or employees.

Tell me what you think.

The article appeared originally on the Stewart Title blog.

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