homework should entail questioning

There is a bulletproof solution to the
problem of “accomplishment inflammation,” and that is to become a great
detective. When you learn to probe every answer for relevant details,
you’ll discover what we have: There hasn’t been a candidate born who
can make up false answers quickly enough. They’ve either done what they
say they’ve done and can describe it in infinite detail, or they will
implode in the chair right in front of you (and it’s messy when it
happens).

Every time you ask a candidate a question
based on examples, expect to spend fifteen to thirty minutes exploring
the details of each example. Put the candidate’s answer under a
magnifying glass, and ask for multiple examples to make sure something
wasn’t an anomaly.

Every interview will be different, but no
matter what example is being discussed, your probes will generally
follow the time-honored journalist’s “5 Ws”:

? Who?

? What?

? When?

? Where?

? Why?

? For good measure, throw in How? (Yes, even though it is not a W.)

Train yourself to have a knee-jerk
reaction to high-level, nonspecific answers. Usually, it’s not that the
candidate is trying to deceive you; it’s that he or she simply hasn’t
thought to give concrete, detailed answers. You can help the candidate
along by following up assertions and blanket statements with one of the
following Magnifying Glass questions:

? “Could you give me an example of that?”

? “Can you be more specific about that?”

? “Can you give me a bit more information about that?”

? “What were the most important details about that situation?”

? “What was your responsibility within the project team?’

? “What did you personally do to ensure that success?”

? “Who else was involved in that project?”

? “Why did you take that approach on the project?”

? “Why did you pick those individuals to be on the team?”

Get all the details. Dates, numbers, names of people, schedules. Both
of you will be helping each other to get to the facts faster and with
more relevance.

Other good Magnifying Glass questions:

? What was your role in the project?

? What success was achieved?

? How did you decide what to do?

? Can you give me a few examples of your personal initiative on the project?

? When have you faced a comparable challenge?

? Where did the resources come from to get that accomplished?

? How were parameters for the project set?

? Would you consider that process a success? Why or why not? (Remember, even a failure has value)

? When have you failed to meet your boss’s expectations?

? How did the team make mid-course corrections?

? What did you learn specifically?

? With benefit of hindsight, what would you do differently next time?

Keep going until you know what you need to
know (or until it becomes apparent the candidate is being elusive or
downright lying. If this happens, it’s time to cut and run.) Whatever
you do, don’t give in and assume it’ll work out. Some candidates are
great about changing the subject and making you think you got enough
information. Be sure to make a note of what happened and then move on.

When the pool of talent is narrowed down
to the final two candidates, it’s time for the interview team to come
up with homework assignments. An important predictor of how a candidate
will adapt to your organization’s environment is to see an example of
his or her thought processes, analytical skills, and problem-solving,
up close and personal.

Effective homework assignments are
projects of reasonable size and scope that involve one of the most
critical Success Factors listed in your Success Factor Snapshot. The
candidate should be given all the support he or she needs to adequately
answer the question or complete the assignment. The candidate should
then return to the interview panel and present results and conclusions,
and lead a question and answer discussion based on the homework. No
matter what functional area, homework should entail questioning,
analysis, research, and a panel discussion with some form of
presentation.

While homework assignments are “out there”
in the hiring world, some candidates may object to doing what they
perceive as unpaid work.

Most Top 5% Talent, because of their
self-motivated nature, will be intrigued and embrace the challenge. But
if they’ve had previous encounters with unscrupulous employers who
actually do assign homework and go on to use candidate ideas (even
though they did not hire the candidate) you’ll need to reassure them
that you aren’t asking them to come up with the “right answer.”
Instead, you are looking for a concrete example of their approach to
problems, their analytical and presentation skills, and their ability
to synthesize information.

The scope of homework should be
appropriate; that is, you shouldn’t ask candidates to dedicate forty
hours on nights and weekends to solving your most pressing problem as
“homework.” Make it clear at the outset that the homework is not going
to be as deep as the actual job, and that you aren’t looking so much
for their answer as for deep insight into their thought and action
processes.

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Homework Assignments