{ "media_type": "text", "post_content": "I’m currently recruiting for a high level leadership role (FL) and initially doing phone screens before sending candidates to interview with a chief officer. I am trying to gauge EQ and communication styles and asking candidates to “tell me about a time when” or “can you give me an example of” things they should have done by this point in their career. A lot of times candidates don’t provide examples but instead speak in hypotheticals or tell me their philosophy about the item in question. I have been noting that they failed to provide an example or that they provide a generic response but would love to know how others handle this? Do you pushback and ask again for a specific example? Or let it go and note it?", "post_id": "5f76640d7c5f5e001b7c71a7", "reply_count": 3, "vote_count": 4, "bowl_id": "5eb2e2f46ae7eb002afff8b2", "bowl_name": "Recruiters", "feed_type": "bowl" }
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I’m currently recruiting for a high level leadership role (FL) and initially doing phone screens before sending candidates to interview with a chief officer. I am trying to gauge EQ and communication styles and asking candidates to “tell me about a time when” or “can you give me an example of” things they should have done by this point in their career. A lot of times candidates don’t provide examples but instead speak in hypotheticals or tell me their philosophy about the item in question. I have been noting that they failed to provide an example or that they provide a generic response but would love to know how others handle this? Do you pushback and ask again for a specific example? Or let it go and note it?

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I would recommend making it clear at the beginning of the interview that you are looking for examples of past behavior, not hypotheticals.

During the interview, I'd probably give at least one redirect/reminder and pushback to ask for a specific example. If they continually revert back to hypotheticals, I'd probably let it go and note it.

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I have asked Sr level candidates: discuss their philosophy on leadership, how they coach, develop and mentor staff. Also with our staff being our most valuable asset, how they plan to motivate and keep the staff engaged. The question usually results in their reflection and sharing an employee experience. If I need more of an answer, I ask them to elaborate on a recent experience with a current employee

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When you ask a direct “give me an example” question and they don’t give you one, it probably means they don’t have one. If you are hiring for a senior role, they heard you, they simply didn’t have a direct answer but still wanted to provide a response. I would skip and re-ask in a different way if it’s that important. Otherwise, it’s how you find out they don’t have the experience you need.

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Hi sharks,

Bit confused about where to take my career. Pls help me in deciding.

Xebia - 14L (have to join tmrw)
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To the new - interviewing (gave all rounds, 90% sure will get offer)

Apart from these interviews are also scheduled at Goldman Sachs (60% sure that I can clear) and velotio (80% sure I can clear)

So should I just accept the xebia offer?
I am looking for a good wlb first & ctc after that.

Please advice, thanks

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Hi sharks,

Bit confused about where to take my career. Pls help me in deciding.

Xebia - 14L (have to join tmrw)
Vedantu - interviewing ( cleared 2 rounds, expected ctc - 26+ lpa)
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Apart from these interviews are also scheduled at Goldman Sachs (60% sure that I can clear) and velotio (80% sure I can clear)

So should I just accept the xebia offer?
I am looking for a good wlb first & ctc after that.

Please advice, thanks

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