Job Interview Question

[AC7179]

My husband has a job interview for a new position at a different company. He works in IT. He is reading a book about preparing for job interviews, and while telling me how great the book is, gave me the example of an interview strategy. The book states that the interviewee should walk in and immediately, at the start of the interview, begin by asking the interview panel if they mind if he asks a question. The book says that an interview committee will never deny you the option to ask a question, and the interviewee can take charge by asking the following question, which then gives the interviewee clues as to what the panel is looking at from their applicant, and will help him give the committee the answers they are looking for. The question is:
"By what criteria will you select the person for the position?"

He told me this and I'm listening in horror. I work in education, and I have been on many hiring committees and feel that my current supervisor would immediately discount anyone that came in and began by asking that question. I think he would feel that the interviewee was being pushy and trying to take control of the interview and wouldn't even consider that person for a job. My husband feels like it's a great idea and thinks maybe it's just the difference in the fields of work, and that people are, by nature, more direct in a field like IT than they may be in education.

The book explains that the interviewee must word the question exactly as it is written, and that the "will you select" part gives the interviewer ownership of the interview and is deferring to his or her position of authority.

I just wanted to ask a big sample of people from different fields and see what they think.

 

[happygirl]

I would never ask the question like that. At the end they usually will ask do you have any question for us? That when I would ask

 

[Pea-n-Me]

When was the book written?

 

[AC7179]

He wanted me to clarify that he is to ask the question AFTER the small talk, but right at the start of the actual interview.

The book was written in 2002.

Thanks for the opinions!

 

[luvthatdisney]

ITA!!!

I too work in education and I too have been on many interview panels. I was always under the impression that the panel was comprised for those in different areas to get a feel for the applicant and see if they felt they could work together. If not for that reason, the Principal or other management could look at the credentials and hire based on that alone.

If someone had come in and started the interview with that question, I think after I picked my chin up off the floor, I would immediately be turned off. It really seems overbearing and pushy IMO!

I guess it would all depend on the job you are applying for and if you have the guts to pull it off. I do not think I would be comfortable trying it. During an interview you have to sell yourself and I am not sure that is what I want to sell

 

[Peanut Giggleface]

While I'm currently a stay-at-home mom, my degree and work experience is in Human Resources. I spent all my working years as a recruiter for both a manufacturing company and an electronics company. I've conducted many, many interviews. Some have been on a panel, but most have been one-on-one. Anyone who does interviews on a regular basis will see right through this as the latest recommended strategy to attempt to impress the interviewer. I would be immediately skeptical of the person's abilities if someone came into my office and started off their interview in this manner. It is my experience that someone who needs to rely on the latest and greatest interviewing techniques is a person who doesn't have a lot of experience to back him/herself up, has no confidence in his/her abilities, and is trying to impress me with how much he/she knows about interviewing techniques. None of these are good ways in which to start off an interview, and personally, I wouldn't be impressed.

As for what that book recommends people ask....well I think the majority of employers will say the same thing: experience, education, skill set, familiarity with the type of business. Combine all these with a positive attitude, ability to get the job done and works well with others is a constant. This stuff doesn't change. I don't see how the criteria for hiring a person would change from company to company. One company might put more emphasis on education than another, but this stuff will be evident on the resume or will come out during the interview.

Here's the secret from my experience: Employers are looking for the above mentioned things as a starting point. After they've weeded out the ones who don't qualify, what they're really looking for is good fit. Is this person going to get along with the team, or Joe in accounting or Mary in purchasing. This is what separates all the candidates down to the finalist.

My advice: be yourself, know your stuff, have good references.

Hope this helps.

 

[Agri]

I would never ask that question during an interview. If they called me back and I had not gotten the job, then I *might* ask a variation of it to see what I could do to improve.

I think asking the question during an interview is pretentious and immature. The only time you need to know the criteria by which you will be judged is when you're doing an assignment for a grade. I think for the most part the criteria for a job is fairly common sense - beyond meeting (or exceeding) the basic qualifications, your personality is on trial as to whether you'll fit with the existing group of employees.

 

[AC7179]

Thanks! He's now decided not to use the question! His best bet is to
be himself!

 

[prncess674]

I work in consulting and wouldn't have found the question insulting. Interviews are a conversation and all the questions shouldn't be in one direction. I ask questions during an interview to encourage discussion, but I absolutely appreciate it when the person being interviewed asks a question in return.

Probably obvious, but he should be able to talk about every point on his resume with a specific example. Many interviewers love to do that. If you can't talk competently about everything on your resume with a relevant recent example then it probably shouldn't be on your resume.

IT is an ever changing field and while a resume should list out your work history not every past job needs the same amount of space on your resume. My resume is comprised mostly of the work I have done in the last 5-6 years. My job from 10 years ago is listed with dates, title and a single bullet point about my responsibilities and duties. No one in IT cares what you did 10 years ago on some archaic piece of software that no one uses. His resume should really only highlight current and relevant work.

 

[Christine]

I would never ask the question like that. At the end they usually will ask do you have any question for us? That when I would ask

Yep! Me too.

I work for the federal government now, so the criteria on which someone would be hired is pretty clearly spelled out in the vacancy announcement. But I do have 20 years in private sector. I don't think it's a bad question at all, but I think it should be raised at the end of the interview.

I also don't think an interviewee should AIM to take control or show any type of "upper hand" in an interview. A salary negotiation between a supervisor and an established employee is a better place to play pyschological games that demonstrate confidence.

 

[Nette]

If a candidate came in and asked me that first thing, my BS meter would be in the red. (And I am in software engineering...)

 

[java]

I have read a good way to respond to the "do you have any questions?" is to ask

Do you have any concerns or questions about anything that I've brought up here today?

In other words give yourself a chance to address what may beholding them back on you before you walk out.

 

[ols386]

I would never ask a question like that at the beginning of the interview. I think it would come off as rude. I think the interviewers would want to be in charge of the meeting (if that's what you want to call it), and take the interview in the direction that THEY want, not in the direction that the interviewee wants.

 

[Orlando313]

I work in HR, it's my job to do the hiring for my company, and if someone asked me that straight away, it would definitely turn me off. I hire for AP & CS positions, and if someone comes to me that cocky and tries to take over the interview from the beginning, then I don't want them working in my company.

I always let people know from the beginning what the layout of the interview will be. You know, like, first I wanted to ask you some questions about past experience & then I'll go over the position & more about the company, and then you'll have an opportunity to ask any questions. That kind of thing.

 

[BigDaddyWill]

As a long time manager, I have had the opportunity to do interview many applicants. Probably the best question that I was asked before we really got into the meat of the interview was the following:

"What on my resume prompted you to bring me in?"

That gave me an insight to the individual and was actually a great start to an interview where the applicant was enthusiastic and confident.

Sitting on the other side of the table, you get a feel for someone within the first few minutes; as a PP said your BS meter kicks in if necessary.

I would just tell him to be himself. If he gets a job by acting otherwise it will end up a painful experience for all involved, as he will end up hating it.

Good luck!

Will

 

[Arielle22]

I am also in HR and don't think that is a good question. To me, it would make me wary that if the candidate didn't get the position, they would try to file a lawsuit since they match the hiring criteria and were not hired.