Ask the Right Question
There’s a reason big companies have HR departments.
The process of bringing fresh blood or new ideas or steadfast workers into an organization perplexes everyone. Why else would huge corporations hire HR departments to recruit for them? They know that turnovers cost money…so they devote vast resources toward the effort of finding the right candidate on the first hire, not the second. But how?
Did you ever see I, Robot? (Stay with me, here.) It was the first (and only) sci-fi film to rivet my attention so completely that I was amazed to see 39th street when I exited the theatre. Protagonist Will Smith followed breadcrumbs on his quest for truth. When he phrased his thoughts correctly, little bots offered a searing response: That is the right question. If you’re trying to hire someone who fits the needs of your company, you need to ask the right questions.
Business guru Robert Half listed his best fifteen questions, and it was topped by What do you know about our company, and why do you want to work here? An applicant should at least know what you do and express a measure of good will toward your business. After all, if this is just a paycheck, you’ll probably be saddled with a job drifter on your hands, hoping for a resignation. Yet is this the right question?
In my opinion, it’s more like a fill-in-the-blank social studies question aimed at discovering who’s done their homework. It never touches on whether this prospective client is the right person for the job. So set aside the sci-fi genre and consider a different metaphor. Think of the interview as being more like a marriage proposal. After all, you’ll probably be seeing that face in the chair as much or more than your family.
So is there a better way this first question be framed? What attracted you to us implies there should be some spark of anticipation prior to filling out an application. You’d have to like the looks, the twinkle in the eye or the personality of the one you’re about to marry, wouldn’t you? Typical answers include responses like, “You’re close to home” or “My best friend works here” or “It looks like a fun place to work.” Yet none of these suggest attraction, but a young applicant may not know the nuances of appearing like the ideal candidate. The high school applicant who becomes a life-long employee would be quite the catch, so don’t rule anyone out just yet.
So how do you decide if you want to marry this applicant into the business? Let’s reaffirm there should be some knowledge about your company…but attraction lives in how it’s delivered. Mr/Miss Right should ooze enthusiasm. Body language will be just as important as the words being said. Look for someone who delivers an answer with a lilt in the voice. Eye contact matters. Leaning forward in the chair communicates interest. Sometimes nonverbal communication speaks louder than the words.
But you’re not quite there yet. Head hunting companies like Indeed and guidance counselors in schools teach an applicant how to win you over. They teach the desperate how to fool you into believing he/she is the perfect candidate for the job. They coach for enthusiasm.
Avid students looking for employment may also come across the teachings of Parker Associates, instructing applicants to inject energy into their words. Share stories. Smile. A lot. Be cognizant of pitch and volume modulation. Whoa. You could be interviewing a well-rehearsed fraud, adjust your antennae to zoom in on genuine responses and a thread of integrity. Detecting these qualities gives you confidence in the proposal, offering Mr/Miss Right the job.
Is life perfect? Sadly, no. Yes, you may get fooled upon occasion, but remember, the fraud really wanted to work with you. That may be the difference between a poor employee and a short-term employee. So ask the right question, and then listen to discover Mr./Miss Right.