The biggest red flag in a job interview, according to a hiring expert
This is a snippet from the weekly CNBC Make It Work newsletter, written by Ashton Jackson.
Like a lot of hiring managers, Adriane Schwager likes to ask candidates about times in their career they’ve made a mistake. Usually, it’s to get an idea of how you handle stressful situations and how you learn from previous errors.
For Schwager, co-founder and CEO of hiring platform GrowthAssistant with 20 years of recruiting experience, the answer can uncover a big red flag: whether the person has low ownership of their work.
In listening to the response, Schwager tries to assess whether the person can own up to the mistake, or if it seems like they’re making it out to be someone else’s fault, she tells CNBC Make It.
For example, say someone forgot to send inventory information to accounting, and it cost the business $250,000, she says. If the candidate discusses how the accident was the result of someone else not sending them the right information, “and it turns into someone else’s fault, that shows me they have low ownership,” Schwager says.
A better response might be: “I didn’t send something to accounting once and it cost us $250,000. I thought I was going to lose my job. So I immediately created a calendar reminder so that I send that to accounting every Tuesday.”
“I believe that all situations are co-created, and we all play a part in some of this failure,” Schwager says. “A company fails, your department fails — even if you aren’t running that department, you still played a part in it. That doesn’t make you good or bad. It just is. So be aware of your participation in that outcome, and be able to talk about the learning you had from it.”
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Check out the full story for more details on why Schwager says low ownership is such a big red flag.
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5 个月Adriane Schwager’s approach to assessing candidates through their handling of mistakes is insightful. It highlights the importance of ownership and accountability in professional growth. When candidates acknowledge their role in a mistake and demonstrate how they’ve learned from it, it shows maturity and a proactive mindset. For example, admitting to a costly error and then explaining the steps taken to prevent it in the future, like setting a calendar reminder, reflects responsibility and a commitment to improvement. Recognizing that all situations are co-created and understanding one’s participation in outcomes is crucial. It’s not about assigning blame but about learning and growing from experiences. This mindset is essential for both personal and organizational success. ?? ?? ??