WHAT SKILLS CAN YOU LEARN ABOUT FROM A CANDIDATE’S QUESTIONS IN AN INTERVIEW? GROWTH MINDSET
Welcome to our 3rd post in this series.
Today we will discuss how can you learn about the candidate’s growth mindset based on their questions in an interview. Growth mindset is the perception of oneself as a developing entity (vs. a fixed one).
The definition of growth mindset usually encapsulates a motivation to grow and develop as a person and as a professional, openness to feedback and learning from others, and introspectiveness. Questions indicating high growth mindset:
1. Questions about growth and development opportunities within the role/company.
2. Asking for feedback about their performance in the interview process.
3. Asking about the things they will have to learn in order to be successful at the job.
Questions indicating low growth mindset:
1. Questions that are focused only on the technicalities of the job and on the “here and now” (working hours and conditions for example).
2. When asking about future development their focus is more on status/seniority and less about broadening their skills/knowledge.
3. Not presenting any questions while being confident about they know all they need to know.
*Picture source: the web.
#interviews #informedecisions
“I once had a panel interview and one of the interviewers asked me “if you could be a candy bar, what kind would you be?”
Then another interviewer said “You don’t have to answer that! What kind of question is that!?!””
*From the web
WHAT DO YOU THINK ABOUT THESE PRE-HIRE ASSESSMENT QUESTIONS? INFORMED DECISIONS TAKE
Thanks to all participants (link to survey results in 1st comment).
So, should you ask your candidates about their color preferences.
The answer is NO.
Here is why:
1. Not predictive - there is no scientific proof that color preferences predict job performance.
2. Candidate experience - let’s say that color preferences were predictive of job performance, Is it worth the poor candidate experience? imagine a candidate for a sales, customer service, analytics or practically any other position encountering these questions in their assessment - what probably goes through their heads is: why are they asking me this? how is this actually related to the job I’m supposed to do.
3. Fairness - some people are just color blind.
WHEN YOU LIE ON YOUR RESUME BUT STILL GET THE JOB #2
*Picture source: Dexter Morgan, Serial Cat
DO YOU AGREE WITH THIS INTERVIEW PRACTICE? INFORMED DECISIONS TAKE
Thanks to all participants of our recent survey (link in the first comment).
So, does a positive impression of a candidate based on their resume and test results justifies asking them less questions?
Our answer to this is a BIG NO NO.
Here is why:
1. Confirmation bias: If you cut candidates slack based on a positive first impression, you may end up confirming your initial impression instead of gathering more information that could disprove it.
2. Fairness: This approach is unfair to other candidates who will have to go through a more rigorous interview process.
3. Diversity: Resumes and pre-screening tests can be biased against diverse populations, as diverse candidates may not have the same credentials as non-diverse candidates and pre-screening assessments may not be culturally adapted.
Adopting structured, skills-based interviews helps level the playing field for all candidates.
