IS ARIZONA THE DUMBEST STATE?
Blessed with abundant sunshine, Arizona decides to discourage solar power to protect an electrical monopoly.
Do you agree that taxing solar power installations is a bad idea?
7/3/14 update – just read that according to Al Gore in Rolling Stone Magazine, the Koch Brothers were behind this initiative (no surprise here) . If true, then Arizona would be the most corrupt, backwards thinking state, not the dumbest.
Successful Interviewing – good story telling or good vision?
What makes a successful interview – good story telling about the past or clearly communicating how you will contribute to the organization’s future success? I am not a fan of most interviewing processes and believe that interviewing candidates as one would when considering hiring vendors would be a better method for determining how well candidates would perform at the new job.
When I go on interviews, it seems like I spend most of the time during the sessions answering questions about my past, usually several times with different persons. These questions, I supposed are meant to give the interviewing more information about me and if I can tell an amazing story about how one of my ideas saved the company, the interviewer will like me better. One problem that I have with this method is that I usually end up repeating the same stories to multiple interviewers. However the main problem that I have is that it tells the interviewer something about my past but it doesn’t focus on the future. Isn’t that why the interviewer and I are here: to determine how well we may be able to work together, not talk about some project years ago…
So now I’m wondering whether there is a more worthwhile interviewing technique, one that does focus on the future on how the candidate may perform at the position. What if the interview focused on the objectives and challenges of the position rather than what happened in the past? The interviewer could ask the candidate questions about the position that would illustrate how the candidate might work. To do this, both the candidate and the interviewer would need to know a lot more about the position.
One way to do this would be to provide the interviewee with more information about the organization and position prior to the interview such as the position objectives and challenges. This would allow the interviewee time to develop meaningful ideas and solutions that would provide the interviewer with a much clearer picture about each candidate.
One possible technique would be to call all the candidates into a meeting where the interview team presents the organizational vision, objectives and challenges as well as the expectations and means of measuring success to the team of interviewees. This would be followed by a Q&A session where each candidate receives the same information. What is wrong with knowing who your competition is when interviewing? We do this for vendor contracts after all.
After the initial meeting, each candidate has a short period of time to develop a strategy and action plans, describing how they would perform the job. Each candidate would then return to the interview team to present to the group as one would when responding to an RFP. After each candidate has presented, the team would then decide on the best candidate.
I believe that this process would provide employers with a better idea of how each candidate would perform, leading to a better fit for both the employer and candidate selected. This process would also eliminate a lot of waste typically found in the current interview process where candidates find themselves answering the same questions to multiple interviewers.
What do you think?