Devil’s Advocate Questions
在很多招聘人员在进行招聘的时候，会问一些比较尖锐的问题，比如说 我为什么要在众多求职者中选择你呢?! 等，以考验应聘者在压力下的应变能力，那么，对于这些比较尖锐的问题，应聘者又是怎样的反应呢，我们是否可以换一个方式来达到同样的目的呢? You re just a title hunter, aren t you?! This is an actual question/declaration made by an executive to one of our candidates recently. The exec was challenging why this recruited, employed, productive candidate would make a move to his company. The executive also was questioning whether the VP opportunities were more scarce than the candidate might have thought. This is a Devil s Advocate or negative style of questioning. Other questions I ve heard along these lines include Why would you want this job? , Why should I hire you over any of the other people I m considering? , Why would you want to leave your job? The tactic of playing devil s advocate and asking contrarian questions is one that many interviewers like. Some interviewers do it out of fear and ignorance. They don t like interviewing, or they are concerned about making the wrong decision, or they just don t have better questions to ask. In the best of circumstances, Devil s Advocate questions are employed because the interviewer wants to put the candidate on the spot, see how they react under pressure, and seek more depth in the responses. Most candidates react appropriately, don t show any negativity and answer adequately. BUT, what is the candidate s take away from this style of questioning? I ve never had a candidate compliment a Devil s Advocate approach. They are usually put-off. Most candidates don t enjoy being treated this way. I ve written many times about the importance of incorporating recruitment into the interview process making the evaluation a two-way street. Not only are you evaluating the candidate, the candidate is evaluating you and your company, and you must meet them halfway, and ensure a positive perception. Otherwise, some of the best candidates will just go elsewhere. What can you do instead of this Devil s Advocate approach? Be sincere and transparent instead of negative. Instead of the initial question about the title hunting, this exec could have said: I want to be sure you really want the job that we are offering today. Can you tell me more about your motivations to join our company? By revealing what you really want to know, you increase candidate intimacy, draw them in, let them know you are willing to be transparent . And thereby, score some recruitment points all while getting the real answer you re after. 管理新知 您可能感兴趣的文章 Fed Reserve Economists Say Two More Years Before We Get Back to ‘Normal’ 2013-08-01 员工第一天上班需要准备的十件事 2016-04-19 高素质人才招聘的秘诀 HR一定要知道 2015-03-31 最近文章 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？
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