Viewing posts categorised under: Recruiting

5 awful interview questions. (And what to replace them with)

Posted by Jason G. Sanders in Interviewing, Recruiting, Video | 0 comments

Have you ever asked an interview question that you wished you hadn’t?  Or, have you ever found yourself distracted and needed to hurry and ask a question….any question?! Are new at interviewing and have a list of uninspiring, standard-issue questions?

We have all found ourselves asking stock questions at some point. In fact, it’s necessary to keep a few on hand to keep things rolling. But, we need to avoid questions that don’t give us useful information, or worse turn our best candidates off. The good news is that with a little preparation, you can modify your standby questions into ones that provide you with better information and create good impressions on your candidates. Check out the list below, or check out these YouTube videos for more depth.

Here’s the list of clunkers for you non-video watchers!

  1. What is your greatest weakness?
  2. Where do you see yourself in five years?
  3. Why should I hire you?
  4. Why do you want to work here?
  5. Tell me about yourself.

These questions are unlikely to give you the information you are listening for. The first four reduce rapport, create distance and foster an unhealthy power dynamic. This will turn off your best candidates and produce well-practiced answers that leave you flat. The fifth question tends to draw out long, boring stories and responses that make you look at your watch and hold back a yawn.

Instead of those five, try these:

  1. Tell me about a mistake you made, how you resolved it and what you learned?
  2. How would you like to develop professionally?
  3. What skills or traits do you have that would make you most valuable to any organization?
  4. What sort of position or organization would be the best fit for you?
  5. Tell me about your current work situation.

If you’d like to hear the reasoning behind why these are better questions, you’re still going to need to check out the YouTube videos.

What to ask instead of “Why should I hire you?”

Posted by Jason G. Sanders in Interviewing, Recruiting, Video | 0 comments

What a presumptuous question! Use this to break rapport and send your best candidates running for the door. Why not ask about what makes the candidate a great fit for any organization instead? That will both create a good impression and allow you to gather more valuable, candid information.

What to ask instead of, “Where do you see yourself in 5 years?”

Posted by Jason G. Sanders in Interviewing, Recruiting, Video | 0 comments

Interviews can get awkward and you need to have a few questions to fall back on. “Where do you see yourself in 5 years?” ought to be stricken from your list though. This question attempts to reveal a candidate’s values and vision, but rarely gives you the insight you seek. Many candidates will have practiced an answer to this question, and even if they haven’t, you are providing a platform for receiving a less-than-candid response.

An exception to this rule happened with one of my clients recently when a candidate blurted out that in 5 years he would like to be in his own business and not working for that company!

Such comments aside, you are better off asking about your candidates’ professional development goals. Why not keep this question in your tool kit instead: “How would you like to develop professionally?” Taking the timeframe out takes some of the pressure off and allows for a more candid exchange between interviewer and candidate.

Want to know what to ask instead of the 5 worst questions? Download your free report here.


What to ask instead of “What is your greatest weakness?”

Posted by Jason G. Sanders in Interviewing, Management consultant recruiting, Recruiting, Video | 0 comments

If you have ever asked this question in an interview, you are not alone! But that doesn’t make it a good question. In fact, it will probably get you canned answers, break rapport and you won’t actually learn anything useful. Try asking something about challenges and triumphs instead, and then listen for weaknesses as you define them. Weaknesses and strengths go together and may be mirror images of the same traits. They are certainly dependent on the situation and your personal experience and point of view.

How to say NO to candidates that you don’t want to hire

Posted by Jason G. Sanders in Interviewing, Recruiting, Video | 0 comments

Many people have trouble saying NO in various situations, and telling people that they are not right for a position can create anxiety. Unfortunately, in the course of an executive search, many hiring managers and recruiters avoid telling candidates that they are not good fits. This leads to leads to broken relationships and unnecessary bad feelings.

Saying NO, does not need to be that difficult and can be beneficial to both parties. It must be handled appropriately and this video will give you some ideas of where to start.

Do you want to know the 5 worst questions you can ask in an interview? If so….

5 questions buttton




Use Upwork to increase your hiring capabilities

Posted by Jason G. Sanders in Recruiting, Video | 0 comments

You know that large companies have been using outsourced workers for years, but did you know that small companies and individuals have that option? If so, then you probably have heard of websites like Odesk and eLance, which recently became UpWork. These sites can be very helpful in supporting an executive search practice or any business. This video offers just a couple of tips about how to get the most out of your use of these valuable sites.

For more executive recruiting tips, subscribe to Flycast’s Executive Search channel on YouTube.

Just say NO to good candidates

Posted by Jason G. Sanders in Interviewing, Recruiting, Video | 0 comments

It can be difficult to turn down candidates that “could” be right for the job. They “might” be ones that you can consider. But, how many times do these candidates just end up under consideration for a long period of time until you finally drop them, or worse forget about them.

There are some very important reasons why you should make clear decisions about ending an interview process with candidates that are good, but not a great fit for your company. This video explains why your executive search will produce better quality candidates by simply saying NO.

For more executive recruiting tips from Jason Sanders, subscribe to Flycast’s Executive Search channel on YouTube.

How you describe qualifications can help you attract stronger candidates

Posted by Jason G. Sanders in Position descriptions, Recruiting, Video | 0 comments

How the responsibilities section can attract or repel candidates may be intuitive, but many recruiters and hiring managers don’t realize that how you describe qualifications can be equally powerful in recruiting excellent candidates. When launching your executive search, give thought to how your qualifications section will be perceived, instead of creating a simple wish list.

For more executive recruiting tips from Jason Sanders, subscribe to Flycast’s Executive Search channel on YouTube.

How to describe your company and attract fantastic candidates

Posted by Jason G. Sanders in Position descriptions, Recruiting, Video | 0 comments

When you begin an executive search, do you create a list of demands or do you consider how your candidates view your opportunity? Hopefully, the latter because otherwise you will miss the best candidates available to you.

Many of us think so much about screening that we forget about the candidate’s point-of-view. The best candidates think about career opportunities and career advancement, and their considerations start within the context of a hiring company.

Doesn’t it make sense to project a clear, consistent and powerful message to the world? If you think so, check out this video to learn a quick process to help you describe your firm most effectively.

Want to know the 15 questions you must ask to hire the best candidates? Download your free eBook here.


Boutique consultancies give headhunters a run for their money

Posted by Jason G. Sanders in Consulting Industry Trends, Management consultant recruiting, Recruiting | 0 comments

The Financial Times published an article explaining how boutique consulting firms are encroaching on executive search firms’ business. While I think the executive search field has undergone dramatic change, this article avoids the most significant changes and does a mediocre job of proving its thesis.

What the article misses is the increasing professionalization and quality of internal recruiting groups. Given their access to technologies that help them identify and track candidates, as well as corporations hiring top recruiting firm search graphalumni, these groups have become an integral and potent part of many organizations.

Still, there are some interesting insights.

First of all, the article begins with by stating that consulting firms placing candidates is new, but I have seen this for many years and they admit the same in their article. Some consulting firms include search as an unpaid, value-added part of their services. We have been engaged to conduct searches on behalf of our consulting clients, as well.

Nevertheless, most consulting firms won’t get into the search business as the article notes. Executive search companies will continue to get C-Suite searches and third party recruiting will continue. Still, recruiting firms’ ability to win searches is becoming more difficult due to the increasing effectiveness of internal recruiting groups.

Link to the original article. Registration is required.

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