[ad_1]
“This question tells us a lot about what is important to a candidate,” says Deloitte’s Head of Human Resources. Ilona Titova / EyeEm—Getty Images
After scrutinizing candidate resumes and lining up potential recruits with the skills, experience, and qualifications to fill the role, the tricky part comes.
Some recruiters have gone to great lengths to determine if an interviewee’s personality aligns with the values of their team or company.
Just last week, a hiring manager was criticized online for the questionable practice of asking candidates, “How’s life going so far?”
The questions went viral because they could be intrusive, too personal, and discriminatory.
To avoid online anger and get more helpful answers from interviewees, hiring managers should try some of David Rizzo’s favorite interview questions from Deloitte’s head of US operations. increase.
Rizzo’s team processes more than 2 million job applications annually and has built a storehouse of experience to determine the right person for the role.
If you could only highlight one thing in your resume, what would it be and why?
In an interview with Insider, Rizzo revealed his favorite interview question.
“This question tells us a lot about what is important to a candidate,” he said.
From that one query, hiring managers can determine what new hires are most passionate about, what they have achieved, how this reflects their strengths, and what their purpose and values are. you can find out where it is.
“I like this as an opening question because it shows how the candidate wants to be known and remembered,” added Rizzo.
A recent example of a real-life question was when Rizzo interviewed a candidate with relevant work experience, a high GPA in business school, and a large number of extra-curricular activities.
I think he used the opening question to highlight one of these many impressive achievements. But Rizzo was surprised to find that the candidate instead pointed to the bottom of her resume and said she would run a marathon.
In honor of a close relative who passed away several years ago, the candidate raced for a related charity and provided a detailed “business plan” on their approach, including how they overcame setbacks during training. created.
“This one response touched on a variety of questions commonly asked of campus candidates, including goal setting, navigating unforeseen circumstances, recognizing service excellence, and selling ideas and concepts.
“Their stories left a lasting impression of who they were. This should be the goal during interviews.”
What Deloitte looks for in candidates
After judging technical skills, Rizzo looks for applicants who are “mindful of their impact on their peers and community, and who can demonstrate a clear link between their actions and the changes they make.”
He also looks for candidates who have an interest in learning and developing themselves and who can demonstrate the ability to adapt to changing environments, solve complex challenges and deliver results.
As a business that advises clients, trust is important at Deloitte. “And that trust comes from building long-term and constructive bonds with clients,” he argues Rizzo.
As such, we are looking for evidence of how the candidate’s moral compass has guided decision-making in difficult situations, and the ability to “exceed client expectations and anticipate needs that the client has not yet clarified.”
On the other hand, the specific values that make a candidate a good culture fit for Deloitte are curiosity, team focus, and purpose-orientation. ”
[ad_2]
Source link
