from The New York Times
Over the course of speaking with almost 500 leaders for my weekly “Corner Office” series, I’ve asked every one of them, “How do you hire?” Their answers are always insightful because after years of interviewing countless job candidates, they’ve learned the best approaches to help them get right to the core of who a candidate is and how he or she will work with a team. Learn the strategies these chief executives have developed through trial and error to help you go beyond the polished résumés, pre-screened references and scripted answers, to hire more creative and effective members for your team. And if you’re on the other side of the job hunt, you can gain insight on what your interviewer is really looking for in a candidate.
Avoid the Standard Job Interview
Use these basic principles to avoid the common pitfalls of the interview.
A typical job interview is little more than a social call with some predictable choreography. A conference-room meeting, a pristine résumé and the standard questions: Where do you want to be in five years? What do you consider your biggest failure? What are your strengths and weaknesses?
Add in some small talk — maybe the candidate and the interviewer have something in common, like an alma mater or an acquaintance from an earlier job — and that’s largely it. The candidate seems good, and the references check out. So an offer is made, and fingers are crossed that everything works out.
Then, a month later, the new hire misses an important deadline or starts complaining about the work. Cue that sinking feeling: You start wondering if hiring this person was a mistake.