Advice on the No. 1 Interview Question

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Welcome back to Pivot Point. My name is Liz Hart and I'm the Founder and Executive Director

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of Taylor for Success. And I haven't done one of these in a while, but this is sort of like

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a coffee break. And I want to give a little background to this one and how it came about.

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So today I have an HR professional with me. His name is David Hart and yes, we are married.

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We were having a conversation about a typical interview question that I answer in a certain

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way and have for many years and recently discovered that I could actually be wrong in my answer.

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So the question was, when you're in an interview and the interviewer asks you, tell me about

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yourself. Now, for several years, I have been given the advice of that's too broad a question.

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You need to get the interviewer to focus on a particular area. And it was also one of

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the ways that I get, I would advise people to shift the conversation back on the interviewer.

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Okay, and I would say, well, that's a very, so when the question is asked, tell me about

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yourself, I would say, I'd love to, it's a pretty broad question, what specifically

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would you like to know? And that is built on the premise that they have your resume

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in front of them. And so they're not really asking about your background. However, I heard

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recently in a meeting that I was on that people, interviewers don't like that question. And

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there's a lot of pitfalls. So I asked David, is my response a good one? And you, we've

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gotten to this long conversation about why saying that could potentially be a pitfall

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for an interviewer because you don't want to ask personal questions, right? So David,

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am I summing that up correctly?

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Yeah, by the way, thank you for having me. So you bring up, you bring up several great

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points. So historically, the interview was used to ask just as kind of an icebreaker

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question, tell me about yourself. And we are living in a much more litigious society these

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days, especially now when it comes to hiring and things along those lines. And so the couple

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of problems with tell me about yourself is that oftentimes a candidate doesn't fully

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understand what type of answer you're looking for. And your response is about when you do

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get the tell me about yourself question, directing it back to the interviewer to ask, well, I'd

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love to tell you about myself, what areas would you like to know about type of idea?

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And I think that's pretty, pretty, pretty much the summary of what you said. The problem

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is, is that candidates will will respond to the tell me about yourself question, and they

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will go into their life stories. And the problem with that is, is that more often than not,

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the their professional life is rarely touched upon in that tell me about yourself question.

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And as that moves forward, and the answer and more and more come out from the candidate's

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answer, they will start telling you personal issues, they will start telling you things

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about, you know, sometimes you may hear things about their family, or whatever it might be.

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And whether this candidate is a good candidate for the role or not a good candidate for the

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role, it kind of handcuffs the interviewer in the interview team, that if you decide

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not to move forward with this candidate is the selected candidate. conceivably, that

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candidate can come back to you and say, you did you decided not to hire me because I mentioned

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to you that I am X, whatever it is, whatever their interest might be, whatever the answer

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might have been on a personal side of things. So what I do is I always recommend to my

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hiring managers, I reckon for let me let me go back just for a quick second. So what

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is an interview, I think we need to understand a little bit. And this is where most interviewers

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do not understand this. And most candidates don't understand this is first of all, an

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interview is the opportunity for the candidate to tell the perspective employer about themselves

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and about their their work history, their their knowledge skills and abilities and how they

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would fit into that position that they've applied for. So basically it's a conversation

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between it's a conversation exactly. But it's also an opportunity for the employer to

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sell the company or sell the position. So it should a good interview should be a two

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way conversation. So it's both the employer and the candidates selling themselves and

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letting people know about letting the interview team know about themselves, the company, whatever

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it might be. And the other the other the other piece of information that most people don't

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understand is the majority of interviews who interview really don't know how to interview.

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And one of the one of the earliest tells that you can tell when an interviewer is not well

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schooled and interviewing is when they do ask that question. Tell me about yourself.

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Okay, so a strong candidate like yourself would come back and say, I'd love to tell

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you about myself. What would you like to know about? And that opens up that opens up that

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opportunity for a more professional response. We recommend to our hiring managers and I

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recommend to our hiring managers is to be very specific about the question. So you can.

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So basically, we've crafted a question that says, tell us what interested you in this

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position and what unique qualities and skills you will bring to the role. And that that is

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a great. I believe that's a great icebreaker question. And in probably 90% of the interviews

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that I do and I'm involved in a lot of them. That's question I use. It doesn't matter

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what the role is, if it's an interlevel role to CFO role CEO role, whatever it might be.

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It's the type of question that sort of gets a little bit of information from the candidate

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so that they can start to highlight some of their professional knowledge skills and abilities

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and where they come from a little bit of their background from a professional side of things.

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So but the candidate would need to give more of an answer than just their elevator speech

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pitch, right? Absolutely. Yes. It's it's an opportunity for a candidate to really kind

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of give maybe a three or four minute synopsis on their professional career and how they

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and basically how they ended up where they are sitting across from you or your interview

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panel at this particular opportunity. Okay. And so and I think thank you. That was a that

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was a great answer. And I want to go back a little bit about what an interview is. And

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I always like to describe it as a dating situation, you know, you're trying to get to know each

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other a little bit. And as an interviewer, as a person who manages many hiring managers,

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do you give your hiring managers training on how to interview someone? And do you talk

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about how they can sell the company to the candidate? Yeah, so that both of those questions

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are great questions. And the answer to both of those questions is yes. So in human resources,

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it really is our responsibility to train our hiring managers as best as we can on the interview

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process. The hiring process overall, and you know, really the first part of the the very

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early part of the interview of the hiring process is being able to review candidates

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and determine which candidate may which candidates may or may not be potentially right for the

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position. So that builds your interview pool. And so once you're able to once you're able

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to gather an interview pool that you think you've got, you've got qualified candidates

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to bring in for interviews, then obviously the next step would be is setting up those

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interviews and then also creating an interview, a series of interview questions. And one thing

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that hiring managers, in many cases, make a mistake on is they will try to ask too many

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questions in an interview. And which depending upon the role will depend upon the number

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of questions that you're going to ask. We best practice that we tell our hiring managers

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for entry level to maybe medium level positions, usually somewhere between 10 to 12 questions.

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And interviews generally should run anywhere from say 30 to 45 minutes. Again, once again,

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depending upon the role. The other thing is as as the role is higher in the organization,

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then you would you know, you would ask more questions, you might ask more knowledge skills

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and ability questions. You know, it depends. But one thing that we try to tell our hiring

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managers that for a fair number of roles that they're trying to hire for, again, once again,

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depending upon the level of the role, generally one interview is enough. And you should be

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able to determine the appropriate candidate within 10 or 12 questions after you've interviewed

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the individuals that you want to bring in. We also try to tell our managers, we try to

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help craft questions for them. And we also and the method that we use the method of

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questioning that we're using right now. And it's very popular. And it's it seems to be

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getting the best answers are behavioral behavioral based questions. Okay, so it's basically tell

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me about a situation when you dealt with a upset customer, or again, they all have to

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be crafted around the role that you're doing, but they should all be behaviorally based.

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So that the interview we have a candidate and say, Well, there was a particular situation

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when I encountered a client that was not happy that we were late on getting a project in

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or whatever it might be. And how was and how that and how that client and I'm sorry, how

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that candidate answered and took care of that particular situation. So that is that that's

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really a way of getting some in depth understanding of how they may respond to situations at your

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organization, whether when they come when they come across. And the other thing that we teach

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our managers is, and this is always the big one, and you would be shocked at some of the

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questions that get asked about what questions not to ask. Right. Good point. Right. I mean,

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the obvious ones are, you know, are you planning to have a family? Yeah, we have how old are

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you? I mean, and you would stay in age, you would just it boggles the imagination, honestly,

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that people are still asking these questions. I mean, different questions that we said, are

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you married? Do you do you have a plan on having children will take care of your children

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while you're at work? Is English your first language? Really? Are you a US citizen? What

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country are you from? All of these questions are there just outright illegal questions

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to ask. And this is how companies and organizations and interviewers get themselves into trouble.

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What is your religion? What church do you go to? Do you have any disabilities? All of

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these types of things will get an organization into hot water if if the candidate is offended

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and they want to pursue something along those lines. But it also gives your organization

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a bad reputation because with social media and all of these, you know, all these social

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media platforms and blogs and everything else, it doesn't take long for a negative reputation

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for your organization to get out there. And it gets picked up so so quickly.

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Mm hmm. Yeah, so that brings me back to my question about selling the company, you know,

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when you're interviewing someone, you talk about the benefits of working for your company

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and so forth. Is that difficult to do? Or I guess the question is what questions to the

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candidate ask? So you showed that they've done their research, but not just surface level

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research. Exactly. So as you know, from from career coach and you and I have met you and

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I have worked with hundreds of clients that have come either through tailored for success

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or from other organizations that I've been a part of. One of the things that we always

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tell our our clients, which generally are going to be candidates for a role somewhere,

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whatever organization or company or what have you, is is that prior to an interview, you

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the candidate need to do your homework. So I mean, everything is available today on the

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web. So you can go out, you can there's I don't think there's a company out there today

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that doesn't have a website or a Facebook page or a or a some type of some type of social

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media presence one way or the other. So you need to spend some time as a candidate, you

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need to look that stuff up, you need to find out what does the company do? You need to

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really read go in depth on the job description, because if job descriptions are written properly,

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they will they will give you almost all the information that you need to know certainly

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about that role, but also will give you some insights into the organization. Many job descriptions

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today will also list or have links to comprehensive benefits so that you can go in and you and

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you know, and you can go in and check out what the benefits are. But what we also do

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with our hiring managers and with our and I am lucky because I have a talent acquisition

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team that also works in our organization, they can prepare hiring managers and hiring

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teams. What are points that you want to make sure that you touch upon when it's your turn

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to sell the company and sell the organization to the candidate. Because the simple fact

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of the matter is, is that any candidate that you are interviewing, more than likely is

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hopefully they're currently employed because as you know, it's always easy to find a job

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when you have a job. And that and and and we've been doing this long enough, Liz, and you

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know this, you can tell when somebody's unemployed and because there's just that air of desperation

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right there in the headlights. Exactly. And good interviews will pick up on that in a

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minute. So then naturally, especially in today's economy, why aren't you currently employed?

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What happened? Where have you been? What you know, what's been going on? And the other

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thing is, is that even when you get down to the point of selecting a candidate and offer,

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you have to also understand that more than likely you're not the only offer that candidate

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has on the table. So the so that in that really enhances the reason why you need to be able

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to sell the key points of your company. It might be your benefits, it could be your retirement

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plan, it could be it could be tuition reimbursement, it could be, you know, a robust out of office

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opportunities between vacation time and holidays, or all of the above for that. And organizations,

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their benefits need to be competitive with everybody else's in order to attract good

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talent. So we'll help the hiring manager prep a sheet. And we've even done that when

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you're leaving on an interview, I'd like to leave you with these are some of the benefits

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that we offered. Here's a link that you can go to to get more information about our benefits.

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All of our job postings will have a link to what we call our comprehensive benefits so

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that they can go in so the candidates can go in and they can see what types of medical

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insurance that we provide, what types of dental vision, all of that type of stuff that we

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provide and other additional additional benefits to joining our organization.

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That's really great because I remember back back in the day, you'd have to search that

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information out yourself or wait until you got an offer to find out that information.

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So I think that that saves a lot of time. So my last question for you is, what type

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of questions do you like candidates to ask you as an interviewer?

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So I really so that there's always the I call this the one candidate, candidate interview

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traditional question. And it's in some form or another and I haven't had to do one in

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a while. So I have a little choppy on it. But basically, I, is there anything more that

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you need to know about me? Or do or go back to the go back to the interview team and say,

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did I, you know, is there is there any additional information you want to know, depending upon

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what that answer is or regardless of what that answer is, what are the next steps in

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this process? So that is so those two types of questions really will that if it's a good

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interview, that increases that dialogue a little bit more. Okay, so the interviewer,

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I've also asked, depending upon how the interview goes, I've also asked, based on my responses

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to your questions, do you see any, you know, what do you think are my strong points? What

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do you think might might be my weak points? And how do you think I would fit in to your

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or to your team in this particular role? Very few interviews will answer that question,

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because they're afraid to answer that question. Right. Sometimes they're just not sure. But

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that is a really great question. You can't ask questions about like, so what does your

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company do? Yeah, if you don't know by now, and you haven't done your research, that's

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just showing that you're not, you're not well versed in what's going on. You never ask questions

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about. So how much vacation time do you offer? You never ask salary questions. Right. None

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of you know, those are the simple questions. How many breaks do I get during the day or

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something along those lines? And those are all, you know, you don't see those in all

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level roles, but we still see them occasionally come up. Yeah, I mean, it sounds simplistic,

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but it happens all the time that people ask these questions. And again, it depends on

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the level. And I think if I'm hearing you correctly, basically, what you're saying,

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the two questions that you like, is that for the interviewee to ask is you're basically

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asking the interviewer, is there anything in my background, what we talked about, etc,

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etc, that would prevent you from offering me this position? Right. Exactly. And that's

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so much better worded than I had it, but it's exactly what I'm talking about. And I think

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you had mentioned to me, I think you had mentioned to me at one point about another question.

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This is a bold question for a candidate. But sometimes, depending upon how that interview

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is going and how that dialogue is going, you can flip it back to the interviewer or the

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interview panel and say, how did so tell me a little bit about how you got to where you

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are today? Yeah, because who doesn't like to talk about themselves? Yeah, that's a great

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one. And the other thing that we always want to remind our candidates, and I know you do

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it, I know I do it all the time. And even for my interview teams, I always tell candidates,

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it's okay to take notes. Yeah. Okay. And I've also told candidates that there that there's

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nothing wrong with having some predetermined questions written down, because let's face

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it, everybody is on high anxiety in an interview. Yeah. And so if there are two or three questions

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that you have that you just want to ensure that you don't forget, there's nothing wrong

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with having those written down in your portfolio or whatever you happen to bring. And, and,

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you know, today we see so many virtual interviews. So all you're seeing right now is just our,

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you know, our shoulders up. I've got notes right here that I'm looking at. Yeah. Yeah.

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So just to remind myself to bring things up. So there's nothing wrong with that, either

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right, right. Yeah, that's that's that's a good point. So I thank you for your wisdom

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and your insight from a interviewer's perspective. I wonder would you come back and talk about

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because I know we've had many conversations over resumes and when you look at resumes

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and things like that, you may or may not do that as much as you used to, but just some

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things that people should be aware of in their resumes. Absolutely. I would love to do something

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on resumes and more so now today, because resumes really need to be tailored to the position.

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I call a resume a living document. Okay. And what I mean by that is that for every role

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that you apply to your resume should focus on that role. It should just not be one general

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resume. That's a whole that's a whole other discussion. Exactly. All right. Well, David,

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thank you for your time and thank you for your insight. I'm sure the listeners are going

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to enjoy it and we will definitely talk soon. Excellent.