January 30, 2015: Trick Questions

I was chatting with a colleague recently about questions to ask a potential hire.  He had a personalized list he used.  He does not ask a candidate about their 5 strengths and weaknesses.  He does ask about a difficult situation and how the candidate handled it.  It's a good list.  It doesn't go down the standard "check the box if you asked this" list that most companies have.  Prepared candidates already have good answers for these.

I was impressed with 2 things he did.  The first is that he gave adequate time.  Half an hour on the phone is not enough time to gather sufficient information to make a good decision, unless the person simply fails.  Any competent candidate can pass a 30-minute interview, and the interview has simply wasted her time.  This manager gives an hour.  It's a structured hour, as well.  He gives a few minutes to introduce himself, asks the candidate if she has any questions, and then the interview starts.  It's more a conversation.  At 45 minutes in, the interview stops and asks the candidate if she has more questions.  When those questions are satisfied, the interviewer wraps up, and closes the call with 5 minutes to spare.  This is a great time model to follow as an interviewer.

The focus of this post, however, is on 2 trick questions.  The first is this, and I'll give you the setup to the question as well so you understand the full effect: "We're all under pressure today to get more done.  We have to multitask to accomplish more; it's a valuable skill.  How do you know when it's appropriate to multitask?"  The interviewer has done a few things here, and the question is tricky.  The interviewer has:

1. stated a fact (we're under pressure)
2. stated an opinion as fact (we have to multitask)
3. asked a question about the candidate's judgment.

There's another thing he has done, though: the interviewer doesn't like multitasking.  He recognizes that failing to focus on the task at hand limits productivity.  The 4th thing he has done is test if the candidate a) thinks multitasking is useful and b) if the candidate is willing to state an opinion that is contrary to the interviewer's opinion.

In answering the question, the candidate will tell the interviewer not only when it is appropriate to multitask (the correct answer is "almost never" in study after study), but also if he is willing to contradict his boss.  Assuming the candidate is informed on this particular topic, does he have the guts to say so?  After the candidate answers, the interviewer relays a story about multitasking demonstrating how bad it can be.  Then there's another test for the candidate if he said that multitasking was good: does he equivocate to agree with the interviewer now?  And is he doing it in a boot-licking way, or has he demonstrated an ability to learn?

A boot-licking way: "Right, that's what I was trying to say before."
An ability to learn: "Interesting.  I have noticed that same thing happen before, but hadn't put it together that way.  Thanks for pointing that out."

I love that question.  Sure, the setup is a bit disingenuous, but boy is the answer informative!

Here's the 2nd trick question the interviewer uses: "In your skilled line of work, how do you rate your skill level against your peers on a scale of 1-10?"

An arrogant and inexperienced person might rate himself a 9 or 10.  "I'm the best," he might say.  That implies that he has little or nothing to learn from those around him, which is hogwash.  There is no one who knows everything, and someone who thinks he does know it all is going to be very hard to coach.  Someone who answers with a 2 obviously has a crisis of confidence.  You don't want that person, either.

A good answer might be 7.  A person who considers himself competent, but recognizes the importance of learning from others.  This interviewer typically asks the candidate to elaborate on the thought process to get to that number.  Again, this is a psychological test for fit.  It is not at all an evaluation of the individual's skill.  It is an evaluation of the person's willingness to learn and confidence to perform.

As you interview candidates, think of some good questions.  Questions that seem to ask one thing, but are evaluating something else.

"You are due at a customer meeting at 10.  It is 9:40 and you are half an hour away.  What do you do?"  This question assumes you did not plan well (you didn't leave on time), although it appears to be a question about customer management.  Does the candidate roll with the assumption that she is late?  A good candidate might say, "First, I plan appropriately so this situation doesn't come up.  Then..."

"You job duties require you to know the answer to every question in your area of technical expertise.  Failure to make a decision on the spot can cost the company millions of dollars.  You are faced with a question that you can't answer with certainty right away.  What is your decision?"  Is this a candidate who makes decisions without all the facts?  Does she realize that not making a decision can cost millions, but making the wrong decision can cost tens of millions?  Is she smart enough to know what she doesn't know and ask for help?