Two sources made me thinking about recruitment process once again. One was Rowan Manahan with his post about eliminator questions. Another was a series of interviews with potential summer interns I had last days.
Rowan lists several questions which, if answered badly, can ruin your chances for a hire. On his personal list you can find:
• Telling about your career
• Telling something negative about you
• Giving reason why you should be hired
• Questions you ask
I asked myself if I can make a similar list in my case. I followed my last interviews with potential interns and I can’t make similar blacklist as Rowan. I can’t think about any single question which answered poorly can ruin chances of the interviewee. On the other hand, it’s possible to ruin the chances giving really poor answer for any of questions.
There’s another area where I can’t consider myself as a typical interviewer, described by Rowan, as I usually start with a positive (not neutral) attitude to the candidate. When I recall my last recruitment meetings I try to enter the room with a slight will to hire the person. This helps me to create friendly atmosphere and (I hope) moves some pressure out of the candidate.
I think that’s fair. You have never a chance to make the first impression for the second time and interviewees are stressed, they want it or not, when they meet you at the very first meeting. And no, I don’t have a problem with overrating people. With some experience in that field you’ll easily recognize all yellow or red lights which appear – you don’t need eliminator questions here. I rather try to be sensitive on specific phrases which can be heard all over the conversation which can be translated into “Don’t hire me.”
I’m curious if you have your eliminator questions and, if yes, what can be found there.