We put out a call for blegs yesterday — questions or quandaries that you want to put in front of Freakonomics readers — and received a lot of good ones. What interview questions can I ask to help weed out weird people? She seemed normal enough when I interviewed with her. I happen to love this question. Let us know your thoughts in the comments below. And send your own blegs to bleg [at] freakonomics [dot] com.
I have always had a lot of luck shifting back and forth between questions that test memory, followed by a question that tests creativity. For example, in a recent interview to recruit a junior UX type, I asked:. What happened, how did you deal and what was the result?
Forcing people to rapidly shift between memory and creativity tells a whole lot about people and how they deal with ambiguous situations! Why weed out people for being in the "weirdo" class? I mean, some of the qualities listed are strong negatives, but sometimes you reduce your options for talent if they have to be domesticated office pets. I think their priorities give them access to a pool of talent that a lot of others are passing up.
I agree that if you are the interviewer you should should not ignore talent that that arrives from non traditional sources, weird or not. The question was however directed from the other direction where weird meant "antisocial, incompetent, lazy, disinterested, dishonest, unprofessional, combative and disruptive. There are some people who are very good at interviewing or being interviewed without being at all forthcoming. If the interviewer is not as interested in your questions as they are in your answers to their questions and your looking for a creative position with open communication that is unlikely be the case even if they are not antisocial, incompetent, lazy, disinterested, dishonest, unprofessional, combative or disruptive!
What is your greatest strength that you bring to this particular job? What is your biggest weakness? In college I was asked one of my all time favorite interview questions: Chess pieces for some reason associate very closely with personalities. Pawns want to help but avoid the big action. Queens want to have all the power. If you're looking to avoid weirdos, watch out for Knights.
To avoid backstabbers, avoid Bishops. I think the incentive to properly align yourself with your signature piece is pretty strong. If you're really a Knight, you'd never admit to being a Rook. This also has the side effect of seeing if they have at least a basic understanding of chess, for better or worse. Interviewees need to do as much homework as possible before the interview to try and matchup the interviewers responses to what you already know - examples:.
And what else Elite daily dating find yourself a weirdo I know?
Who other than yourself has expressed an opinion as to why I might be a good fit here? Has anyone expressed the opinion that I might not and, without saying who it is, can you tell me why?
On the theory that the best way to judge a person's quality is not based on interactions with their peers or superiors but rather with their subordinates, one company has the first interviewer actually be the receptionist that guides them in. My own field is a creative one with multiple disciplines technical, management, visual arts, etc so one way we flush these people out is send a person from outside their discipline to talk to them and get a feel for how they interact in general.
While I realize that most of the parameters of 'weird' people posted above meaning antisocial, incompetent, lazy, disinterested, dishonest, unprofessional, combative and disruptiveare realistic to reject, I have to object to the use of the word 'weird' to describe them.
Perhaps 'misfit' Elite daily dating find yourself a weirdo be more fitting. Sometimes a little weirdness is a good thing- and a bit of individual quirkiness is often a sign of great intelligence and creativity. I suppose it depends on the environment you're going to be working in- but to be realistic, is there a way to predict those behaviors without an extensive, intrusive, and expensive background check?
Sure, you can comb through their social postings for clues, but sometimes other people bring out these traits. In fact, that is often the trigger. The best solution, if you find yourself dealing with such Elite daily dating find yourself a weirdo person, is communication.
This seems to be a really difficult thing for a lot of companies to navigate. They either overdo it, or not do it at all. Or worse, turn it into some corporate Kabuki that sends all parties screaming for the exits. While not a cutting-edge technology, I think you might explore using behavioral interviewing techniques.
Did they answer the question? Does their account ring true? How are their communication skills? Did they establish rapport? Do they think in a logical, organized fashion? Can they provide other examples? I employed questions using this technique to determine emotional flexibility, tolerance to ambiguity, and attitudes about work relationships and authority to name a few.
As Southwest Airlines emphasizes, you can train skills, but good luck in training attitude. The biggest challenge is knowing what you're looking for and properly constructing the question to capture it.
Depending on what you're trying to determine, there can be a lot of trial and error, but that obviously needs to tested and vetted internally.
You could use current staffers or colleagues as guinea pigs. Finally, trust your intuition. If you really want to dabble in scientific techniques, you could look at Paul Ekman's work on see "Emotions Revealed". We all use non-verbals and proxemics in everyday life, but you might find some interesting findings in employing the additional training. A good response to interviewing in general, however don't you think the questioner was looking for something quite specific to avoid getting into a particular situation, as the interviewee not the interviewer?
I've found that sleeping with the person really tells you a lot about them. Energy level, motivation, susceptibility and overall internal drive. Please tell me about a time you were treated unfairly. What happened, what did you do in response, and what resulted from your actions? At some point everyone will perceive unfair treatment, whatever working environment they are in. But you never know. The job interview is broken. An interview is a sales call however, the question and answer interview format does not let a candidate sell themselves into the position.