Stanton might ask about the people’s jobs. As opposed to simply asking, “How are you today?,” he probes, “What are you most afraid of right now? What has brought you the most joy? What time in your life has been the most depressing?” Blogger from “Humans of New York” Shares Interviewing and Listening Tips for D&I Conference
Start With Why: Answering the question “What do you do?”
“How can I get my new employees to buy into my ‘why’?”
One of the most difficult aspects of hiring and onboarding is this. Founders and business leaders frequently document their company’s “why,” as well as its genuine values, vision, and mission, in a SOP handbook, a slide deck, or perhaps even some attractive wall decals or posters. and thats where they stay.
Being a #culturefirst company means incorporating your “why,” values, vision, and mission into every step of the process and hiring and onboarding for culture fit. from job posting to interview to first day to onboarding and training process and beyond
Simon Sinek asserts that hiring individuals who “get it” from the start is the simplest way to persuade workers to support your mission. People will want to work for you regardless of the opportunity you provide them with, he says in the podcast, “the better you are at communicating your “why.” Theyll want to be a part of it. “.
How can you tell if you want them involved?
In what he refers to as the “give and take” approach, Sinek seeks out candidates who are nearly equally selfless and selfish. According to him, the conventional “give and get” approach doesn’t help candidates meet their own needs, and over time, the relationship will become out of balance because they will give without receiving, and you won’t know how to give them what they really want.
In order to get employees to support the founders and the company’s “why,” Sineks recommends asking the following two questions:
a. What is it that you have to give to our organization that we will need?
When those factors line up, you have a balanced relationship, says Sinek. For instance, Sinek tells a candidate that they can work with smart people anywhere if they give him a general response like that. He won’t interact with a candidate if they are unable to state clearly what they hope to gain from his organization or the relationship.
These two inquiries and the underlying philosophy should, in theory, assist you in choosing employees who are passionate about your business, their work, and most importantly, your “why,” vision, and values—the cornerstones of your company culture.
~Alexis Dean, Founder, Dovetail Canada
PS: Id love to offer you a complimentary 30 minute culture consulting call, including at least 3 customized action steps that you can take immediately to begin to develop a high performance culture in your company. Click here to schedule your call with me.
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The following are better purpose-based interview questions to use with your candidates: What are you most passionate about and what do you want people to remember you for?
What exactly does “purpose based” recruiting entail? According to Y Scouts, it all begins with asking the question “Why,” or, to put it another way, why do you get out of bed in the morning, what motivates you during the day, and what makes you feel content at night?
The questions above may surprise your candidates (never a bad thing! ), but they will help you and your candidates better understand their life’s purpose and assess whether it aligns with the purpose of your company.
For me, these candidates all passed the job purpose test. It’s critical that they treat you fairly when you interview with them. Every position in an organization, regardless of role, has a purpose, and this purpose must be related to the overarching goal of your company. If these two elements aren’t present, there will always be a disconnect between you and your staff, and they’ll never be able to engage to the depths that will have the biggest positive effects on your company.
In Roy M. Spence Jr’s recent book, Its Not What You Sell, Its What You Stand For: Why Every Extraordinary Business Is Driven by Purpose he writes, “Purpose is a reason for being that goes beyond making money – and it almost always results in making more money than you ever thought possible.”
Says Sinek, “If you talk about what you believe, you will attract those who believe what you believe.”
You can make a variety of errors during a job interview, such as forgetting your resume or arriving late.
But the biggest mistake job-seekers make is a little more subtle, according to leadership expert and author of “Start With Why,” Simon Sinek.
“If you can find even one point of commonality in few moments of interacting, you can shift from outsider to insider in the interviewers mind,” according to the Harvard Business Review. “As an insider, youll receive the benefit of the doubt, as compared to an outsider whos quickly judged and dismissed.”
Thats because “People dont buy what you do; they buy why you do it,” he says in his TED Talk.
FAQ
What are the 10 common interview questions and answers?
The following are the top 10 most frequent inquiries made during interviews: Why should we hire you? What would your boss say is positive about you? What are your salary expectations? Why are you leaving your current position? What is your greatest strength? What is your greatest weakness?
What are the 5 unusual interview questions?
How many pizzas are ordered every night in the United States? How many basketballs can fit on a bus? What two things, besides food and water, would you want on a deserted island? What color would you be if you won the lottery? Blue or green?
What are the 5 hardest interview questions and answers?
Tell Me About Yourself: The 5 Difficult Interview Questions (And How to Answer Them) Tell me about a time when you failed or made a mistake, and how you handled it. Describe a time when you had to deal with a challenging coworker and what you did. Why did you leave your last job? . Why do you want this job?.
What are 7 common interview questions and answers?
Where do you see yourself in five years? is just one of the seven frequently asked interview questions. What are your strengths/weaknesses? . Why should I hire you? . Tell me about yourself/your work experience. Why do you want this job? . What are your salary expectations? . Why are you the best candidate to fill this position?
