iniative vs. know it all applicant
denjen
93 Posts
[font size="1" color="#FF0000"]LAST EDITED ON 05-15-08 AT 07:33AM (CST)[/font][br][br]I have a hiring supervisor that likes to hire people with initiative and does a good job finding out if the applicant has initiative. However, 50% of the time that initiative turns out to be more of a "know it all". We all know a "know it all". That is the person that often becomes the problem.
Does anyone have an interview question that would determine the difference?
Does anyone have an interview question that would determine the difference?
Comments
Sorry I couldn't resist...but it doesn't make me a know-it-all.
I am not sure one interview question will provide you feedback to determine maturity however. My approach (does this make me a know it all?) would be to gauge maturity through several means:
1. How has the individual handled the application and interviewing process? Have they been appropriate in their communications? Not calling every day or giving you TOO much information like a resume that is 8 pages long. Have they attempted to manipulate the application process in any way?
2. References - seek out personal and employer related references that are willing (and able) to honestly and accurately discuss the applicants maturity level. Is the applicant a "diamond in the rough" or just "rough"?
3. Design the interview to include several environments and social situations. For example, include a lunch with other co-workers, a walk through of the facility, or have the applicant sit in on a brief meeting. If the applicant appears to be having a difficult time simply observing and tries to show you how much they know or demonstrate their expertise, you may have a "know it all" who lacks the ability to discern when its appropriate to offer input.
In what ways do you raise the bar for yourself?
What major obstacle were you able to overcome in the past year?
What unique experience or qualifications separate you from the other candidates?
What are your short and long term goals?