Hello Cove!

After several years of managing our company’s QA function alone, it now appears I may soon be allowed to hire an assistant. Most likely, it will be someone already on board, currently in a technical position, who would like a change. I do anticipate quite a few people will apply. We are an operations and service company. I don’t inspect much in the way of products, but rather the operational quality of electronic systems, as well as shop safety, environmental, test equipment calibration, accuracy of as-built drawings, etc.

I have already formulated a short list of interview questions that are responsibility-specific and technical in nature, but would also like to ask a few to help me judge if an applicant has the personality and aptitude it takes to deal with people and the situations that occur in regular inspections and audits. I just wonder if any of you have any sample questions you may have asked in past interviews that helped you access a person’s propensity for a job in quality, and what kind of responses you feel are important. Thanks!

Wilson:

I can't remember where I read this one the other day, but the answer to "what do you do for fun?" can give you an idea of what makes the person tick.

Wilson:

I can't remember where I read this one the other day, but the answer to "what do you do for fun?" can give you an idea of what makes the person tick.

These days you have to be very careful what kinds of questions are asked in job interviews. IMO, what I do for fun is none of the employer's business, and in all likelihood has no bearing on the job qualifications. And job qualifications are the only things that should be discussed. It's not a good idea to leave an interviewee with the impression that he didn't get the job because he's an amateur herpetologist and the interviewer is afraid of snakes.

i found that "ethical questions" are good for determining potential candidates' chararcter......of course, he/she can give you a standard answer or bs...but once in awhile, you can find a gem.....

for example...

Your company paid for you and a co-worker to attend a two-day, out-of-office seminar in your home city organized by a professional association. Because there were only a few attendees, you know that the other person did not appear at any of the sessions. You have also been told that he wasn't in the office. Should you tell your boss or keep quiet unless someone asks? (or you can alter this question of fit your situation...eg. forging inspection records)

a tough question, huh?.....and there is no right or wrong answer but you can discover how he/she thinks....

hope, this helps....

These days you have to be very careful what kinds of questions are asked in job interviews. IMO, what I do for fun is none of the employer's business, and in all likelihood has no bearing on the job qualifications. And job qualifications are the only things that should be discussed. It's not a good idea to leave an interviewee with the impression that he didn't get the job because he's an amateur herpetologist and the interviewer is afraid of snakes.

While I agree there is a need to be careful, there is also a need to try to see if the person will "fit in" with the existing employees, and such open ended questions can do just that. Getting along and relating to others IS a qualification for many jobs, no?

Do you know of any cases where this question caused a problem? If so, I would be interested in hearing the particulars. Besides, while I would be interested in talking about snakes, are snake people a legally recognized protected group?

While I agree there is a need to be careful, there is also a need to try to see if the person will "fit in" with the existing employees, and such open ended questions can do just that. Getting along and relating to others IS a qualification for many jobs, no?

Do you know of any cases where this question caused a problem? If so, I would be interested in hearing the particulars. Besides, while I would be interested in talking about snakes, are snake people a legally recognized protected group?

It's not a question of whether or not "snake people" are a protected class or not. You don't have to be a member of a protected class in order to violate EOE rules. All you have to do is discriminate on the basis of some quality that isn't relevant to the posted job requirements. Of course, the burden of proof is on the candidate, but if you allow patterns of irrelevant questions to develop, it's easier to make a case. The best way to avoid problems is to not ask irrelevant questions. Personally, and with all due respect, I wouldn't want to work for anyone who thought that what I do for fun was any of his business in a job interview. First day on the job, fine.

Here is an interesting note about this thread.

In Southern CA, there is now a Sheriff's department that will require the following question on all applications starting March 1, 2005;

"Do you use any tobacco products?" Then the byline says, "Users of tobacco products are 63% more likely to have illnesses than non-tobacco users, therefore the XXXX Sheriff's Department does not hire individuals that use any form of any tobacco product."

In the statement, it does out line that currently employed deputies who use tobacco products and those that are hired prior to March 1, 2005 will be allowed to continue, the sheriff's department will provide up to $500 for a cessation program. Furthermore, tobacco use will be a checkbox on their performance reviews.

Did tobacco become illegal and I missed it?

# Why did you decide to enter the field of XXX? OR What motivated you to seek a XXXX degree?

# What kind of position are you looking for when you graduate?

# Why did you decide to apply for this position?

# What are your strengths and weaknesses?

# List three of your most important/proudest accomplishments.

# What kind of work environment do you prefer?

# What motivates you? ALSO Have you used these motivators with others?

# How are you qualified for this job? OR What qualifications do you have that make you think you will be a success at this job?

# What supervisory experience have you had?

# How would you characterize your supervisory style?

# What would you do about implementing the provisions XXXX, and how would you prioritize this among your other duties?

# The person in this position needs to be innovative and proactive. Can you describe some things you have done to demonstrate these qualities?

# How would you rate your communication skills and what have you done to improve them?

# What do you feel is the place of XXXX? Have you ever taught in a classroom setting? Would you be comfortable teaching XXXX courses?

# What else besides your school and job experience qualifies you for this job?

# What is your experience with XXXX?

# What experience do you have dealing with registrars?

# What is your experience with automated systems and with computers in general?

# What have you read lately, and what are you reading now?

# While this position involves some specific skills (language, computer, cataloging, etc.), it is more of a generalist position. How do you feel that your background fits into this?

# What are the personal characteristics and qualities that you would bring to this position that would be particularly helpful in fulfilling the responsibilities of this position?

# Why did you choose XXXX University for your graduate education in XXXX?

# Tell us about yourself. ALSO Tell me about yourself -- why did you choose this type of work?

# What professional groups are you a member of, and how active have you been in those groups?

# You have just had a short tour of this plant. Did any aspect or anything you saw or heard about this facility surprise you? Would you change anything about this facility?

# Why do you think more students are going into public services than technical services?

# Tell us about your experience with online searching.

# How do you work in groups, and what experience have you had working in groups?

# What appeals to you about this position?

# Why do you want to move to this area?

# What are some aspects of your present position that you like?

# What are some aspects of your present position that you dislike?

# What do you see yourself doing five or ten years from now? OR Where do you see yourself going from here?

# What is your XXXX experience?

# What do you think a XXXX duties should be?

# Tell us about your subject background and about your coursework outside of XXXX.

# How will your other experiences outside of XXXX aid you in this position?

# What is your opinion of XXX University's approach to holisitic XXXX? How well is the system functioning?

# How are governement documents handled at XXXX University?

# What experience have you had using the Internet?

# Do you have the skills necessary to create and maintain our WWW home pages?

# What do you see as the future of the Internet as a reference tool?

# What do you see as the budget implications of increasing use of electronic resources in this facility?

# Can you install software on computers and perform basic maintenance on them?

# What courses (college/graduate school) did you find most satisfying? Least satisfying? Why?

# What would you say you learned from your college/graduate school experiences that you see being carried over to your life today?

# Do you plan to continue your education?

# What kind of people do you like to work with?

# What kind of people do you find it most difficult to work with? What do you do to improve the situation?

# Do you prefer working alone or in groups?

# Starting with your last job, would you tell me about some of your achievements that were recognized by your superiors?

# What are some things you would like to avoid in a job? Why?

# What are some of the things on your jobs that you feel you have done particularly well?

# What does success mean to you? How do you judge it?

# What are some of the things about your last job that you found difficult to do?

# What are some of the problems you encounter in doing your job? Which one frustrates you the most? What do you usually do about it?

# How has your present job developed you to take on even greater responsibilities?

# What do you have going for you that might make you successful in such a job?

# Who or what in your life would you say influenced you most with regard to your career objectives?

# What would you say there is about you that has accounted for your fine progress to date?

# What traits or qualities do you feel could be strengthened or improved?

# What motivates you to put forth your best effort?

# What kinds of things do you feel most confident in doing? Somewhat less confident in doing?

# What are some of the thing you are either doing now or have thought about doing that are self-development activities?

# Tell me about a time when you had work problems or stresses that were difficult for you.

# Customers frequently create a great deal of pressure. What has been your experience in this area?

# What types of pressures do you experience on your current job? How do you cope with these pressures?

# Describe a time when you were under pressure to make a decision. Did you react immediately or take time in deciding what to do?

# What types of things make you angry? How do you react?

# How do you react when you see co-workers disagreeing? Do you become involved or hold back?

# Do you prefer to have a job in which you have well laidout tasks and responsibilities, or one in which your work changes on a frequent basis?

# In your current position what types of decisions do you make without consulting your immediate supervisor?

# What types of experiences have you had in dealing with difficult customers?

# Describe a problem person you have had to deal with. What did you say or do?

# What have been your experiences in dealing with the general public? When have people really tried your patience?

# What important goals have you set in the past, and how successful have you been in working toward their accomplishment?

# Do you do personal planning? If so, what are your goals?

# What things give you the greatest satisfaction?

# How would you describe yourself?

# In what ways do you think you can make a contribution to our department?

# What two or three accomplishments have given you the most satisfaction? Why?

# Describe your most rewarding experience.

# In what kind of work environment are you most comfortable?

# What do you know about our company?

# You mentioned you enjoyed your last job. What did you enjoy most? Least?

# Why do you think this company should hire you?

# What will your last supervisor tell me are your two weakest areas?

# If you were hiring someone for this job, what qualities would you look for?

# How do you feel about your ability to write, spell, and communicate? What kind of feedback have you received about your writing ability?

# Describe your experience in creating documents, proposals, research findings, or any other form of written copy.

# What does the term two-way communication mean to you? When have you successfully used two-way communication?

# Some people get to know strangers quickly, while others prefer to take their time letting people get to know them. Describe how you entered relationships when you were "new" on a job.

# Some people have the ability to "step into another's shoes." When has this skill been required of you?

# How did you organize your work in your last position? What happened to your plan when emergencies came up?

# Describe how you determined your priorities on your last job.

# Describe how you schedule your time on an unusually hectic day. Give a specific example.

# Are you a person who likes to "try new things," or "stay with regular routines"? Give an example.

# What are your 3 (or 5) favorite books? OR If you were on a desert island, which 3 (or 5) books would you want to have?

Here is an interesting note about this thread.

In Southern CA, there is now a Sheriff's department that will require the following question on all applications starting March 1, 2005;

"Do you use any tobacco products?" Then the byline says, "Users of tobacco products are 63% more likely to have illnesses than non-tobacco users, therefore the XXXX Sheriff's Department does not hire individuals that use any form of any tobacco product."

In the statement, it does out line that currently employed deputies who use tobacco products and those that are hired prior to March 1, 2005 will be allowed to continue, the sheriff's department will provide up to $500 for a cessation program. Furthermore, tobacco use will be a checkbox on their performance reviews.

Did tobacco become illegal and I missed it?


There was a piece on one of the news magazines earlier this week (60 Minutes 2, maybe) about a health-care related company that required no tobacco use, period, even for those already employed and using. It did result in some leaving the company, according to the report, and the policy included off-duty hours as well.

Apparently this policy is legal, at least for now. I don't think it has been challenged yet.

One of the most interesting and thought-provoking questions I have been asked in an interview was (paraphrased):

"Tell me about a recent major failure of yours, and what you have done to prevent this from occurring again."

Talking about success is easy, but talking about failure (in question-driven detail no less) is much more difficult.

* How are M&Ms made?

* If you had a clock with lots of moving mechanical parts, you took it apart piece by piece without keeping track of the method of how it was disassembled, then you put it back together and discovered that 3 important parts were not included; how would you go about reassembling the clock?

* If you had to learn a new computer language, how would you go about doing it?

* You have been assigned to design Bill Gates bathroom. Naturally, cost is not a consideration. You may not speak to Bill.

* What was the hardest question asked of you so far today?

* If MS told you we were willing to invest $5 million in a start up of your choice, what business would you start? Why?

* If you could gather all of the computer manufacturers in the world together into one room and then tell them one thing that they would be compelled to do, what would it be?

* Explain a scenario for testing a salt shaker.

* If you are going to receive an award in 5 years, what is it for and who is the audience?

* How would you explain how to use XXXX to your grandma?

* Why is it that when you turn on the hot water in any hotel, for example, the hot water comes pouring out almost instantaneously?

* Why do you want to work at XXXX?

* Suppose you go home, enter your house/apartment, hit the light switch, and nothing happens - no light floods the room. What exactly, in order, are the steps you would take in determining what the problem was?

* Interviewer hands you a black pen and says nothing but "This pen is red."

One of the most interesting and thought-provoking questions I have been asked in an interview was (paraphrased):

"Tell me about a recent major failure of yours, and what you have done to prevent this from occurring again."

Talking about success is easy, but talking about failure (in question-driven detail no less) is much more difficult.
I can think of several good follow-up variations on this question:

What did you learn from the failure?
How did you and your organization recover from that failure (or did you?)
In hindsight, what were some of the indicators the failure was occurring and how did you perceive them at the time they were occurring - as dangerous or manageable?

QUOTE: "Why is it that when you turn on the hot water in any hotel, for example, the hot water comes pouring out almost instantaneously?"

Reminds me of a hotel I stayed at once right before catching a flight out the next morning. I got up early, turned on the shower, and no hot water. Two trips to the office and a long story made short later, I took a painfully cold shower and filed a complaint under the old “The best surprise is no surprise” policy of Holiday Inn at that time and got a full refund. It wasn't worth it though.

Between all the sample questions and great discussions, there is plenty here to suit almost any interview. Thanks to all for the great responses! The “Explain a scenario for testing a salt shaker” is a very interesting one.

Write a set of simple instructions. Mine were based on building a staircase out of Legos. Include specific criteria, i.e., overall height, colors to be used (or not), colors that must or must not be adjacent.

Hand over the Legos and the instructions and leave the room.

After 5 minutes (or whatever you deem appropriate) return and have the applicant stop working.

First of all, were they able to follow written instructions?
Second, if they did not meet one or more criteria, did they make excuses or offer reasons ("the instructions were written wrong")


I use this only as a tool during employee selection.

Talking about success is easy, but talking about failure (in question-driven detail no less) is much more difficult.

I have to disagree. Why? Because it's always the embarrassment of failure that I remember with crystal clarity. It's much easier for me to remember the time I screwed up that installation, or the time I fumbled that redesign. Maybe that's just me.

Two of the hardest interview questions that I've ever had to answer were the following:

1) Give me an example of a time where you had an idea that was not well-received by your peers, and you had to convince them that it was worth a try. How did you go about it?

2) Give me an example of a problem that you have come across where traditional solutions didn't work and you had to get "creative".

I agree with Rachel, the "describe a time when you failed" question is always the easiest for me, too. When they ask me "describe a major accomplishment" it's always hard because I think "I didn't have any major accomplishments, I just did my job..." Maybe that's what makes us so susceptible to burnout?

More questions that I think reveal a lot about a person's character and what they're made of are:

- Describe a time when you worked in a group and found it frustrating.

- Describe a time when you were hopelessly overloaded. What did you do to make sure everything got done on time?

Just on a side note, for everyone: I hate it when interviewers play the "interrupt the interviewee every time they are talking to see how assertive they are" game. An interviewer did this to me and it cost me a job I am confident I would have been very good at.
Just because the person has the manners to hear you out and then finish their comments with "As I was saying..." doesn't mean they won't stand their ground or push hard for what they think is best for the company.
I don't know, maybe he was looking for me to say "I'd appreciate it if you'd let me finish instead of interrupting me" right off the bat. But, of course, you're halfway through the interview before you realize the guy is playing mind games with you, and isn't just a self-centered jerk.
Anyway, please don't do this to people unless quick action, split-second decisions, and no time to hear others out are required for the job. Maybe for a stock broker this is important, but in my opinion, you usually want your engineers to think a little more and be open to other peoples input.

What do you guys think about this interview tactic?

What do you guys think about this interview tactic?

Never come across it - thankfully. Interrupting people is horribly rude, and really gets to me. No worse way to kill a meeting - because interruptions are a great way to start off sidebar conversations. Happens a lot here.

I'm the kind of super-assertive guy who would interrupt right back and say, with a real big grin (to offset the possibility the guy IS just a jerk), "Are you interrupting me because you are not interested in my answer or because someone told you it is a technique to test a candidate?"

Of course, I have heard of these "mind game" techniques. It takes a specially trained interviewer to work this method correctly. It is designed to be used only for candidates trying for very high stress situations. Part of the exercise is to see whether the candidate "works" the interviewer back, meekly submits, or gets flustered or angry. Odds are that the average interviewer using this technique picked it up in some "how to" book and considers himself an "instant expert." I would pretty much put him in the semi-jerk category if I caught a glint of recognition when I asked the above question, but I would "work" him back by changing the subject to his interview technique. If the guy is just a rude jerk, with no clue of a "technique," then the candidate has a judgement call to decide whether the jerk is an isolated instance or is truly representative of the organization. If the interviewer is a potential boss rather than a HR drone, I would think twice about working for a jerk.

If the interviewer is really expert, he won't beat one technique into the ground, but will use a variety of techniques to test the personality of the candidate if that is the goal of the interview.

Most interviewers are primarily interested in two things:

Can the candidate help the organization (and me?)
Can the candidate get along with the rest of us here?
Way down the line are technical aspects of the job because most interviewers dealing with specialized candidates like CQE, Six Sigma, CQM don't have enough specialized knowledge to cross-examine the candidate. (Think about all the companies we hear about where no one, sometimes even including the guy who posts to us, has a clue about the nitty gritty tools of Quality.)

I was handed a piece of notebook paper and a pen during an interview with the instructions, "Please write a short letter to a customer explaining our error - don't worry about technical details just invent a 'mistake' and write a brief note on how we will handle it."

I'd recommend creating a similar exercise pertinent to your company and just making sure that the person can create a sentence. I'm not sure if spelling was counted or not, but I just didn't write any words that I couldn't spell! If I remember right, I think they even gave me a few small pieces of "scratch pad" paper to collect my thoughts and then write the finished draft on the notebook paper. I was told that neat penmanship wasn't critical as long as they could read what I wrote.

I enjoyed that part of the interview. I didn't create a fancy piece of literature, just what they asked for, and got the job. I think that would meet the criteria as a Bona Fide Qualification for the job, provided you can show that the person will be doing a great deal of writing.

I was handed a piece of notebook paper and a pen during an interview with the instructions, "Please write a short letter to a customer explaining our error - don't worry about technical details just invent a 'mistake' and write a brief note on how we will handle it."

I'd recommend creating a similar exercise pertinent to your company and just making sure that the person can create a sentence. I'm not sure if spelling was counted or not, but I just didn't write any words that I couldn't spell! If I remember right, I think they even gave me a few small pieces of "scratch pad" paper to collect my thoughts and then write the finished draft on the notebook paper. I was told that neat penmanship wasn't critical as long as they could read what I wrote.

I enjoyed that part of the interview. I didn't create a fancy piece of literature, just what they asked for, and got the job. I think that would meet the criteria as a Bona Fide Qualification for the job, provided you can show that the person will be doing a great deal of writing.
This is a great technique, especially for folks who have to deal with outside customers or suppliers. Maybe not even writing, but just phone contact. The point is how does one think in a short time and compose thoughts that make the point well. Thanks for sharing, little__cee.

I didn't mean to start a firestorm. Although this is a lively discussion. :)
I am not a HR drone, I am a supervisor/QE. :whip:

The Lego test is not the entire interview but it is used to ensure that inspection department applicants are able to read, understand and follow simple instructions. As I work in an FDA regulated field, these skills are absolutely necessary.

Hey, oldtimer, I don't think you raised a "firestorm". In fact, I don't think the preceding comments had your question in mind whatsoever. Rachel quoted a Ron Rompen post from Feb. 11, 2005 and it took off (in some different directions) from there.

As far as your technique goes, I think it is interesting. But it also points up a failure on the part of management as well. Being handed written instructions alone - without training - is inadequate. Some might do fairly well at that exercise, others might not. In any event though, they will have questions they can't ask because their supervisor left the room.

Any more comments on oldtimer's idea?

...they will have questions they can't ask because their supervisor left the room.
...or the building, or the country, which is exactly the position they will find themselves in on the job sooner or later. I think that the Lego thing is a good idea in principle; having an applicant actually do something other than verbal performance is potentially useful. In line with Wes's observation, I think we need to be careful about amateur psychology, and stick to practical matters as much as possible. The waters of abstract reasoning--especially under pressure--are very deep and murky, so those sorts of questions and exercises are best left to those who have expertise in administering and interpreting them.

Slightly :topic:

Do any of you remember a test (I think it was in elementary school) for following instructions that began with:

"Please read all of this document first before answering the questions", and was followed by several pages of multiple choice and essay questions, with the last statement being:

"Do not complete the questions. Simply put your name at the top of the first page and turn it in".

By and large, the students spend copious time completing the questions, followed by the inevitable "DOH!" upon reading the last statement. :)

I hate mind games during interviews. It made me feel like the interviewer didn't know enough to ask proper questions so they turned to games.
I ask straight up, why do you want this job. Why do you think you are more qualified than other applicants? What do you bring to the table? etc.
The one question that tells me alot about a person is, What do you know about our company? It shows if they are really interested in the position and company. It tells me that they look at the big picture (foresightedness) and that they are looking for an edge. It not a closer but it can sure give you directions to move in.

While we're on topic of things we do not like about interviews, my friend interviewed for a sales job at a place and they told her over the phone "we conduct multiple interviews." She agreed to interview #1 which really turned out to be a test-taking exercise. The company then explained to her at interview #2 that only certain scores on the test advance to interview #2 and proceeded to interview her.

If I remember correctly, interview #5 was a dinner meeting and she was required to bring her husband. The company wanted to discuss the strain that a sales job could possibly place on her family and to make sure that her husband understood the hours, travel, etc.

I believe that she had 7 interviews with that company!

If you're reading this wondering why anyone would put themselves through this process, the company is considered to offer the best pay and work environment in town. EVERYONE wants to work there. I applied for a part time position and even for PT they had me do the testing and go through two interviews after that.

My point is - don't schedule multiple interviews just for the sake of having multiple interviews. Its find to do a "round one" and screen out bunches of people and then make a decision after "round two" but I can't imagine why you'd ever need more than two interviews. Remember the KISS acronym of Keep It Simple S...uh, well, you know!

If I remember correctly, interview #5 was a dinner meeting and she was required to bring her husband. The company wanted to discuss the strain that a sales job could possibly place on her family and to make sure that her husband understood the hours, travel, etc.
Unless I was absolutely destitute and desparately needed the job, if I knew that dinner was coming for #5 I'd order strictly from the righthand column on the menu and when dinner was over I'd inform the host(s) that I had decided after "interview" #2 not to take the job, but I stuck around just to see how they would handle the stress.

One time several years ago I was appeared for an interview and was put in a conference room by myself and given an "honesty" test to take. No interview, just the test. I asked to see the person who was supposed to be interviewing, and was told he wasn't available. I left a note for him, along with the untouched test paper and booklet. The note said, "The fact that you don't trust me before you've even met me leads me to believe that you are not the type of person I'd like to work with or for. Note that although this decision on my part may seem prejudicial, at least I had some evidence to work with."

With someone with experience always go with the ethical questions. They always helped me decide do I want this person working for me. On a side note I did interview with a company in the medical products field that had a no smoking policy. I actually had to sign a form stating I didn't use tobacco products or I would be willing to stop using within my first 90 days. The company actually provided support to help you quit! With the rising heath insurance costs I think this is a fair request. After all we did have to take drug tests prior to employment. It's kind of like a marriage, if you want it to work, make the sacrifices!

I hate mind games during interviews. It made me feel like the interviewer didn't know enough to ask proper questions so they turned to games.
I ask straight up, why do you want this job. Why do you think you are more qualified than other applicants? What do you bring to the table? etc.
The one question that tells me alot about a person is, What do you know about our company? It shows if they are really interested in the position and company. It tells me that they look at the big picture (foresightedness) and that they are looking for an edge. It not a closer but it can sure give you directions to move in.


I agree with Randy on this one. The thread has also taken a turn from how to play the interviewing game to get a job to what should you be looking for in a job. If you perceive a company is playing mind games, tells you little about why they need you and what they expect from you and does not ask what skills and techniques you have to do the work, you have to wonder if you should work for them. Working with someone with a nice personality is okay but when the work needs to be done, I would rather go with technical skills.

Hiring managers sometimes forget that the interviewee is also an interviewer of you and your company. I have gone to interviews that were such a bad experience that I returned home and immediately let them know I was not interested. The only reason I waited until I got home was to cool down and be polite. There was one time when I told a company I was not interested even before the interview started. The HR person showed up 20 minutes late and by then I had already formed a bad opinion of the company. There was no receptionist to talk to, those that walked by did not offer to help and in general there seemed to be little interest in me as a prospective employee. It would have been interesting to know what she told the hiring manager.

Bill Pflanz

You're right Bill. Too many times we push the interview aside so we can fight a fire, never thinking about what it tells the interviewee.
While I was waiting for a class to open in San Diego, I was sent home for 75 days doing H.A.R.P. duty or Home Assistance Recruiting Program. I was in the recruiters office most of the time but went to do talks at schools etc. One of the things I noticed was how quick a recruiter got to the individual that walked in. They did not want them to have time to think about what they were doing, but also make sure they felt like they were important.
While they talked to the potential recruit they wouldn't take phone calls or talk to anyone else.

QUOTE: "...but also make sure they felt like they were important.
While they talked to the potential recruit they wouldn't take phone calls or talk to anyone else."

A lot of us here in the south treat college football like a second religion, and have great respect for one of the all-time giants of the game, the late Paul Bear Bryant of Alabama. This year’s starting quarterback for the Crimson Tide is a senior named Brodie Croyle. When Brodie’s dad, John, was playing for the “Bear,” John suffered injuries his first three years and wasn’t able to contribute much to the team. Still, John Croyle tells about Coach Bryant treating him just as if he was an All American player, and calling him in his office every year to talk about the direction he wanted to take the team.

To make a long story short, just before his senior year Coach Bryant had John in his office talking when the phone started ringing. As his secretary kept interrupting their conversation to tell the coach who was on the phone, Coach Bryant kept telling her to put them on hold, because he was busy talking to a player. At the end of the talk Coach Bryant’s secretary had the President of ABC television, Bob Hope, and the Vice President of the United States all holding, and Coach Bryant continued to talk to John Croyle in the hall for ten minutes before he went back to his office to start taking the calls.

John Croyle says today that he never felt so important his whole life as he did that day.

Great anecdote! I took the liberty of fixing a minor typo to make it scan better.

I love "feel good" stories like this. Did you hear it at one of the alumni banquets?

As I am just finishing off a round of interviews in the past few weeks, here are my experiences and thoughts; (and a little background)

In my current position with my current company, I have peaked. This is a family owned business with lots of kids, nieces, nephews etc chomping at the bit to take over the reins, so I am left with no where to go. I discussed this with the owner of the company and she agreed, and asked me to plug along and continue (I AM NOT A PLUGGER), so with her blessing I began the search.

I have interviewed with big conglomerates all the way down to the small start ups. Being in a position to be extremely selective has helped tremondously. Not "needing" a job has helped in the interview process. I can be the true me (maybe that is why it took so long????) I can ask the questions you might be afraid to ask when you "need" a job.

One of the big conglomerates and I mean HUGE conglomerate, had a avery simple interview process. I met with the EVP for North America at LAX in one of the airline clubs. We chatted for two hours. It went well, two guys just shooting the breeze. He was looking for a philosophical fit, a personality match if you will. At the end of two hours (in which there were no technical questions, no experience questions, nada) he offered me the position. I was a little shocked, I would never hire a position of that level without consulting some colleagues, without some more in depth screening. So it made me a little suspect of the organization. The money was great, the perks were awesome, but I was hesitant at the flippancy of the process.

At a small start up two days later I interviewed with the owner again. I was put throught the ringer. I met with him and the Director of IT (I am not sure why the IT gal needed to interview me but ok) then I went back and met with Engineering and Purchasing. A week later I met with HR and Manufacturing. Another week goes by and I went back and met with (are you ready for this?) the owner's wife and then the Sales Mgr. Here is where this gets funny, it was almost like they all received the same set of sample interview questions from a website (the cove maybe?) I was repeatedly asked the same questions by different people. Then I was asked to come meet with the owner again and we walked the plant. As we were walking he is asking me what would I do to fix this, how would I fix that etc. Finally, I told him I would love to have the opportunity to "fix" those problems, but I needed an offer. I was not about to spout off for free. Turns out he has done this numerous times to get ideas and free consulting.

In the end I accepted a position with a great medium sized company where I have the opportunity to assume an ownership role with in the next two years as he retires. The pay is less than the conglomerates, but comfortable for me, the benefits are not great, the offices are not swanky and pretty, the computer system is outdated...but the customer base (OEM Big 3) is strong, the staff is competent and the product is rock solid.

Where am I going with this? Well, I think that the candidate is interviewing the company as much as the company is interviewing the candidate. Be selective. Those aged 45 and above will have 3 jobs in their lifetime. Those aged 23 - 31 will have between 16 & 21 jobs in their lifetime. Do not take a job just to take a job. I know that is harder for some with money and the price of housing (and gas!!!!) but take a job you'll love, not one where you dread going to work every day.

I start in three weeks and I can not wait!!!!!!!

Very good point, Geek. I have been in the position of having to take a job a few times, just to keep food on the table.....but fortunately I am no longer quite so constrained.

I have been recruited/interviewed for a few positions, and so far have not accepted any of them. Some just didn't feel right, some I felt I just couldn't give value for the $$$ that they were willing to pay, and some were just too damm long a commute :-)

If you have the luxury of NOT needing to take the first job that comes along, then by all means be patient. If you make the right choice, it will reward you for (possibly) the rest of your life.....but if you make the WRONG choice, it will DEFINITELY haunt you for the rest of this life, and probably the next as well.

Having said all that, the position you mentioned with the conglomerate; at the level you were interviewing at, I will assume this was for a senior corporate position. Your resume would have already been reviewed, quite probably a few phone calls would have been made to confirm your credentials and experience (although it's quite possible that someone at that company already knew of you....Quality is a small field in that aspect, and names get around). What they were PROBABLY looking for was someone who would be a 'good fit' to the rest of the team......your skill set was already confirmed before they even called you to invite you to meet.