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Bowl Leader
Bowl Leader
Ok be honest, candidates. I really love this set of questions, I’ve been considering shifting my current interview style to these questions - I think they really give you an idea of who this person would be within the work setting. But the questions almost feel too deep for a recruiter to ask. What would you think if a recruiter took a different path and asked these questions instead of the usual ones?
https://blog.shrm.org/blog/9-interesting-interview-questions-that-actually-reveal-a-lot-about-candidat
Anyone take SHRM? How many hours did you study?
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McKinsey & Company Anyone at McKinsey & Company willing to refer a Marine veteran (OIF, I swear I will not eat all the crayons. "Crayons" are for art is what my wife tells me to tell myself)
5yrs Marines (Sgt, Comm maint tech w infantry Bn)
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I'm looking for a role in McK serving O&G, industrial, capital projects clients. Open to generalist roles as well. Can review for vetting.
What’s strategy like at Digitas? Any scoop?
Definitely not a stress puppy.
Totally agree 😁
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Chief
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I get the frustration, but I do not think it is about extroverts. I think the gap is between theory and real experience. Passing an exam does not replace dealing with real people and real situations.
I go with this
I think you are referring to what we used to call "soft skills". Those skills that are either learned over many years of dealing with people or are inherent to someone's personality. Passing the test does not mean you truly have people skills.
I’m experiencing the same in my department. We hired a Generalist with a great personality but quickly learned that this person has no real HR knowledge or experience to back it up. He is currently functioning at about 1/2 of the work of other generalists, but I can’t get management to do anything about it. My thoughts are that it’s because he happens to be diverse, so he’s “protected” which drives me insane.
Only "protected" people are addicts and the disabled. Everyone else gets treated the same.
Chief
I see two unrelated topics in your post.
Extroverts usually get more attention, yes.
And people get certified who are actually pretty incompetent at HR. I've replaced three certified HR Directors in my career and found unbelievable things that they'd done.
I just don't see any relationship between the two.
I think there are too few people who are able to articulate what the skills or knowledge needed for a position actually are. If you're unable to recognize it, the natural fallback is people they like or 'feel good about'.
That said, being an introvert does not mean being invisible. Introverts are equally capable of providing results, and that is also attention grabbing.
The real difference between the introverts and extroverts is often talking to the manager enough to know what they are looking for and having people skills to read them well. Handing them things doesn't get you far if it's not the thing they want. A really stupid example is knowing that manager X's attention span isn't great, and he pays more attention to numbers than blocks of text. Giving him a multi-page exposition report gets you nowhere, even though there's lots of info and tons of work went into it. A one page report with numbers most prominently featured and colored coded gets his attention.