Comments on: Performance-based Interviewing

By: Tage

Tage — Mon, 02 Jun 2008 17:50:26 +0000

I especially like how you push for real life examples, because often times, potential employees craft together a cookie cutter answer. By asking them to provide a real life example it allows the manager to know if they are all talk, or if they have experience with what they are saying.

By: @Stephen Productivity in Context

@Stephen Productivity in Context — Sat, 17 May 2008 01:26:30 +0000

>>Brooks – You are half-right. It is about manipulation, to an extent. But it is important that you – as the inteviewer – do not get manipulated. I have hired people that talk a good game, but can’t produce.

>>Rocky – Thanks for that. As my own experience with being responsible for “the direction that [the] organization is or needs to be moving” grows, it becomes much more important to bring the right people on board. You can train procedures, you can’t train drive.

By: Rocky

Rocky — Fri, 16 May 2008 10:29:34 +0000

I like the point on asking values based questions. it is always a good idea to find out if the the potential hire shares the same values of the working environment. more importantly do they share values that are leading in the direction that organization is or needs to be moving?

By: brooks

brooks — Fri, 16 May 2008 05:36:23 +0000

i think this sounds like crap. i give credit for some of the understandings but you sound like a manipulative boss that is afraid of doing work and has to resort to asserting authority. i think this is a weak method that does not promote leadership. maybe this is the essence of a method that has worked for you but it might backfire in a less experienced manager like some i have had.

By: brooks

brooks — Fri, 16 May 2008 05:35:49 +0000

i think this sounds like crap. i give credit for some of the understandings but you sound like a manipulative boss that is afraid of doing work and having to assert authority. i think this is a weak method that does not promote leadership. maybe this is the essence of a method that has worked for you but it might backfire in a less experienced manager like some i have had.

By: Productivity in Context » Blog Archive » Guest Posting at Slacker Manager

Thu, 15 May 2008 10:49:37 +0000

[...] have a guest post up at Slacker Manager about Performance-based Interviewing. Check it out, if you [...]

By: Words Within

Words Within — Thu, 15 May 2008 10:45:14 +0000

Sage advice – thanks for sharing!

By: @Stephen Productivity in Context

@Stephen Productivity in Context — Thu, 15 May 2008 10:41:09 +0000

That is why it is important to be flexible. Some roles don’t call for a nurturing approach.

By: Bob Turek

Bob Turek — Wed, 14 May 2008 15:40:12 +0000

Excellent advice! As a long time interviewer I’m with you on this. The real life and values points are golden. Being in a profession that requires presentation to execs and ones nerves, I cannot subscribe to the nurturing approach however. Maybe if I had different roles to fill it would be different. Thanks.