Cassandra sent in this article from redOrbit which shows a keyboard that sanitizes itself. Not only would this be helpful for hospitals, but this would also be a great thing for offices to have, especially during a winter season when colds and the flu pass from person to person. If these become affordable enough, they would be much more cost-effective than dealing with sick employees.
Thursday, March 26, 2009
U.S. Workers On Jobless Benefits Hit Record
-First, from Reuters, the number of workers collecting state unemployment benefits rose to a record $5.56 million earlier this month.
-There may be more of those as the AP reports that Governor Patterson has ordered 8,900 New York state worker layoffs
-I can't remember who sent this to me (so, sorry, no H/T), but a good article from the New York Times which says how people not laid off can help out the less fortunate.
-This article from the Wall Street Journal goes along that same theme talking about strangers that lend a hand to job seekers (H/T Wendy on this one).
-P.R. Web has a press release which says that the new job interview questions should be "can you stop the bleeding?"
-Lastly, since MSNBC and the AP were reporting it, I figured it was OK to include this story as the report says more women are going from jobless to topless.
Tuesday, March 24, 2009
Astronology - Spring Cleaning..Let's get organized!!
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Twitter and Other Articles From Around Our Blog World
Just wanted to update you on a few articles we've missed from our blog world
-The New Learning Playbook (a Workforce Management blog) asks: Do you dream in 140 characters? Well most Twitter users such as myself and Astron Solutions do now. Twitter has become the new social network and has become a big part of many companies. I recently started a blog and have had many opportunities to promote my product on Twitter and talk with like-minded people. It's quick and easy and no frills which is sort of nice for the technologically challenged.
-Workplace Attitudes has five tips for dealing with uncomfortable office talk
-Benefits Buzz asks if fast food nation is conspiring to put you out of business?
-And that leads into our last article, from HR Web Café which says that a worker's comp study says that the costs of obese workers is at least three times higher. Another reason companies should try to encourage healthy living whatever way they can (better food options in the cafeteria, gym reimbursement, health assessments, etc.)
Friday, March 20, 2009
March Madness and the Office
Yesterday started March Madness as college basketball's annual tournament tipped off at noon. Every office in the country seems to be running brackets with workers interested in seeing which of the 65 teams will be cutting down the nets at the end and which underdogs will be busting their bracket early. So naturally, one would think productivity levels would drop to all-time lows and employees would be rendered useless...right? Well, wrong.
And I was pretty sure it was wrong, but I wanted some proof to back it up. Well Workforce.com debunks this myth in "Business of Management" and says that there really isn't any proof to support that claim. In that blog post, they quote this Slate article which says that although many prominent news sources have stated otherwise, there's no data to back this up (including the claim that March Madness could cost employers $3.8 billion or more!). But the truth is that games don't start until noon and the first two rounds are the only ones which are really concentrated around that time.
Employees maybe spend a couple of minutes between the Monday and Thursday of that week filling out brackets, but how is this different from any other mindless forms they sit and fill out during their days? And while employees may be distracted checking scores, is that any different than a regular work day when they're distracted by a million other things? There are plenty of things to be worried about in this economic climate with your employees, but I doubt March Madness should be near the top of the list.
Wednesday, March 18, 2009
What I'm Hearing...myhrwebsite.com
I’m writing today to let you know about a new web community that we're launching – myhrwebsite.com.
How many times have you asked a handful of people that you know:
•Who’s a good vendor for a specific HR service?
•How to do something in Microsoft Office?
•Referrals for a job opening?
•HR trends in others’ organizations?
The network that you reach out to is probably small, relatively speaking. As you know, the more people you reach out to with a question, the more valuable information you’ll receive.
Myhrwebsite.com gives you the power to reach out to thousands of individuals with the click of a button, without the hassle of having to remember to visit message boards or access listservs with targeted members.
How myhrwebsite.com works is when you have a question, you visit the website and complete a quick form to submit your question. Up to once a day, everyone in the community receives an e-mail with all the questions submitted by myhrwebsite.com members. You can answer the questions you have expertise in, and ignore those on topics that you’re not familiar with. My team and I will pre-screen the questions before the e-mail goes out to prevent spam from getting to you. If there's no questions on a day, we won't send an e-mail.
Today I’m asking you for a minute of your time to please do two things:
•Sign up to join myhrwebsite.com’s community – we can’t do it for you because we're not spammers – and
•Forward this invitation to individuals in your network whom you think would enjoy and benefit from this free service.
We look forward to having you and your network join us, so that the next time you have a question, you can say “let me visit myhrwebsite for the answer!”
How many times have you asked a handful of people that you know:
•Who’s a good vendor for a specific HR service?
•How to do something in Microsoft Office?
•Referrals for a job opening?
•HR trends in others’ organizations?
The network that you reach out to is probably small, relatively speaking. As you know, the more people you reach out to with a question, the more valuable information you’ll receive.
Myhrwebsite.com gives you the power to reach out to thousands of individuals with the click of a button, without the hassle of having to remember to visit message boards or access listservs with targeted members.
How myhrwebsite.com works is when you have a question, you visit the website and complete a quick form to submit your question. Up to once a day, everyone in the community receives an e-mail with all the questions submitted by myhrwebsite.com members. You can answer the questions you have expertise in, and ignore those on topics that you’re not familiar with. My team and I will pre-screen the questions before the e-mail goes out to prevent spam from getting to you. If there's no questions on a day, we won't send an e-mail.
Today I’m asking you for a minute of your time to please do two things:
•Sign up to join myhrwebsite.com’s community – we can’t do it for you because we're not spammers – and
•Forward this invitation to individuals in your network whom you think would enjoy and benefit from this free service.
We look forward to having you and your network join us, so that the next time you have a question, you can say “let me visit myhrwebsite for the answer!”
A Few Good Links
Hope everyone had a happy St. Patty's Day. It was pretty crazy in New York City yesterday. Some good links for your Wednesday:
-The Telegraph (UK) has an article about a man who resigned from his job through a notice he wrote on a cake...wow
-Next, from CNN, an article that says for jobless lawyers, plan B can include good works (H/T Ari)
-Do you hate your job? Try working for former Major League Baseball player Lenny Dykstra writes Men Style
-If your company has received millions upon millions in bailout money from the government, you may want to think twice about giving huge bonuses to your employees. Now MSNBC's First Read says there may be a way those bonuses may be [t]axed away.
-Best Universities has a list of the top 100 webs tools to help you boost your resume and reputation during the recession (H/T @jimstoud)
-Jos. A Bank, as reported by the Baltimore Sun, is going to give suit refunds to customers who lose their jobs--and let you keep the suit as well (H/T Wendy). Nice job by another company jumping on the bandwagon started by Hyundai. I've seen some high-end management companies in New York City offer no termination fee if you get laid off (though they do make you move out in 45 days). We'll see how far this spreads but it really is good marketing.
-Lastly, at the time when NCAA brackets go out and unproductivity is about to start, a guide from Slate on how to win your NCAA office pool. Not that we're encouraging them here, but if you were to do it, and you don't want to lose...(no money-backed guarantee if it doesn't work)
Monday, March 16, 2009
Astronology - Recruiting the Class of 2009
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Back in the US
I'm finally back from my long and amazing journey. I'm glad to see that Jennifer has done such a great job in my absense. Missed this blog so will make sure to get some updates out soon. Going back to work after not being there for 16 days will be quite tough.
-Andrew
Friday, March 13, 2009
What I'm Hearing...The Color Red
I'm a fan of the J. Peterman Company. Remember them from Seinfeld? The urban sombrero? The Entenmann's shim-sham? In case you didn't know, they're actually a company. They used to have a store here in New York at Grand Central Terminal, but have since closed their retail outlets and focus strictly on catalog sales, or "Owner's Manuals" as they're called.
Their latest Owner's Manual promotion highlights the benefits of the color red. Specifically, "eminent researchers have proved that the color red speeds up the pulse and respiration, raises body temperature, and increases muscular strength 13.5%...making a person feel more alive."
Peterman's latest catalog is the second time this week I've heard comments about red. Earlier this week at school, I was wearing a red top, pink scarf, and red jacket. The combination sparked a conversation with one of the other employees, who noted that red is very striking and a "powerful color."
In today's world, we could all benefit from feeling a bit "more alive." With spring also arriving soon, it's time to break out of the darkness of winter and the drab colors and brighten things up. Over the next week, add a touch of red to your outfit. You might just start a conversation with a colleague, and feel more energized in the process.
Their latest Owner's Manual promotion highlights the benefits of the color red. Specifically, "eminent researchers have proved that the color red speeds up the pulse and respiration, raises body temperature, and increases muscular strength 13.5%...making a person feel more alive."
Peterman's latest catalog is the second time this week I've heard comments about red. Earlier this week at school, I was wearing a red top, pink scarf, and red jacket. The combination sparked a conversation with one of the other employees, who noted that red is very striking and a "powerful color."
In today's world, we could all benefit from feeling a bit "more alive." With spring also arriving soon, it's time to break out of the darkness of winter and the drab colors and brighten things up. Over the next week, add a touch of red to your outfit. You might just start a conversation with a colleague, and feel more energized in the process.
Thursday, March 12, 2009
What I'm Hearing...Financial Solvency
I was on a conference call this morning, demoing our Flare(tm) talent management system to a prospect in the Midwest. One of the first questions the prospect asked was about Astron's financial solvency. The prospect wanted to know right up front if we are going to be around for the long haul. Apparently, they had been working with another potential vendor who, thanks to the economy, suddenly went out of business.
This question got me thinking. How does the economy change the landscape of competitive bidding? Is the ability to be in business beyond 2009 now a strong selling point? I suppose I took for granted the fact that they operate a cash flow positive business when working with my vendors. Perhaps now we should all start asking this question of the organizations we buy goods and services from. Not to be nosy, but rather to position ourselves as strongly as possible.
Have any of our readers heard the finance question coming up in discussions with prospects or vendors? I'm curious to know if we're at the start of a new trend in the RFP process.
This question got me thinking. How does the economy change the landscape of competitive bidding? Is the ability to be in business beyond 2009 now a strong selling point? I suppose I took for granted the fact that they operate a cash flow positive business when working with my vendors. Perhaps now we should all start asking this question of the organizations we buy goods and services from. Not to be nosy, but rather to position ourselves as strongly as possible.
Have any of our readers heard the finance question coming up in discussions with prospects or vendors? I'm curious to know if we're at the start of a new trend in the RFP process.
Wednesday, March 11, 2009
What I'm Hearing...The Employee Free Choice Act Redux
Yesterday I was at various networking events and other meetings from 7:30 AM until 9:45 PM. Naturally, I'm a little behind on my e-mail as a result! This morning, I discovered the following e-mail sent Tuesday 3/10/09 from SHRM, which I'm reprinting here for you. It's a great summary of the latest news from Capitol Hill.
"Today, the Employee Free Choice Act was introduced in Congress! The bill was sponsored by Representative George Miller (D-CA), the House Education and Labor Committee Chair, and Senator Tom Harkin (D-MA).
The legislation would amend the National Labor Relations Act to allow unions to use the “card check” process – and bypass the secure, private election format – each time they attempt to organize workers.
Background
The National Labor Relations Act currently provides two opportunities for employees to decide whether or not to form or join a union:
Private ballot election - When a union receives a majority of votes through a secret ballot election administered by the National Labor Relations Board, the union is certified as the sole bargaining agent on behalf of the employees, or
“Card check” recognition - When a union receives at least 30 percent of signed authorization cards, the employer can request that a private ballot election be held. (When a union receives at least 50 percent of signed cards, the employer can either recognize the union immediately or request an election.)
Legislation
The EFCA would dramatically change federal labor law. The legislation would allow a union to bypass the election process after collecting authorization cards from a majority of employees. Thus, employers would lose the right to request that an election be held.
If enacted into law, EFCA would:
Eliminate employees’ opportunity to vote in a federally-administered, private ballot election;
Require binding arbitration within 120 days after a union is certified through a signed card collection process, if the employer and the union are unable to reach an agreement;
Restrict an employer’s communications to employees about the workplace issues involved in the union organizing drive; and
Create new fines against employers for an expanded list of unfair labor practices."
Now's the time to reach out to your members of Congress to show your support or voice your opposition to the law. It's expected that this legislation will move through Congress quickly.
"Today, the Employee Free Choice Act was introduced in Congress! The bill was sponsored by Representative George Miller (D-CA), the House Education and Labor Committee Chair, and Senator Tom Harkin (D-MA).
The legislation would amend the National Labor Relations Act to allow unions to use the “card check” process – and bypass the secure, private election format – each time they attempt to organize workers.
Background
The National Labor Relations Act currently provides two opportunities for employees to decide whether or not to form or join a union:
Private ballot election - When a union receives a majority of votes through a secret ballot election administered by the National Labor Relations Board, the union is certified as the sole bargaining agent on behalf of the employees, or
“Card check” recognition - When a union receives at least 30 percent of signed authorization cards, the employer can request that a private ballot election be held. (When a union receives at least 50 percent of signed cards, the employer can either recognize the union immediately or request an election.)
Legislation
The EFCA would dramatically change federal labor law. The legislation would allow a union to bypass the election process after collecting authorization cards from a majority of employees. Thus, employers would lose the right to request that an election be held.
If enacted into law, EFCA would:
Eliminate employees’ opportunity to vote in a federally-administered, private ballot election;
Require binding arbitration within 120 days after a union is certified through a signed card collection process, if the employer and the union are unable to reach an agreement;
Restrict an employer’s communications to employees about the workplace issues involved in the union organizing drive; and
Create new fines against employers for an expanded list of unfair labor practices."
Now's the time to reach out to your members of Congress to show your support or voice your opposition to the law. It's expected that this legislation will move through Congress quickly.
Monday, March 09, 2009
What I'm Hearing...National Napping Day
If you haven't already heard, today is National Napping Day! I was shocked when I learned about this from SHRM. Who knew there was a holiday dedicated specifically to rest!
When I nap, I wake up flushed, nauseous, and cranky, so I will pass on the day's festivities. ;-) For those who find naps refreshing, however, today's a great day to press the pause button on life, even for just 10 minutes. If you don't have time for a nap, take a few quiet moments for yourself to recharge before tackling the afternoon's activities. With our "Spring Forward" time change yesterday, you may be missing that extra hour of sleep!
When I nap, I wake up flushed, nauseous, and cranky, so I will pass on the day's festivities. ;-) For those who find naps refreshing, however, today's a great day to press the pause button on life, even for just 10 minutes. If you don't have time for a nap, take a few quiet moments for yourself to recharge before tackling the afternoon's activities. With our "Spring Forward" time change yesterday, you may be missing that extra hour of sleep!
Friday, March 06, 2009
Greetings from Sydney!
Wanted to say a quick hello from Sydney. Had a wonderful time in New Zealand, and now I'm enjoying Australia. New Zealand was beautiful and definitely one of the most beautiful places I've ever visited. I even decided to face my fears and bungee jumped on the bridge where the first bungee jump occurred in Queenstown! So much fun!
Hope all is going well back in the US...will update you again soon!
Hope all is going well back in the US...will update you again soon!
What I'm Hearing...Time for You
It's Friday. We've made it through another week of nightmare stories from Wall Street, big business, and the other gloom and doom that permeates the news.
I'm keeping things light today - that's what weekends are for, right?! Be sure to take some time for yourself over the next few days, whether that's spending time with your family and friends, sleeping, or maybe even playing hookie from work for a day. We're all dealing with enormous amounts of stress. It's important to treat ourselves to something fun every now and then so that we stay strong and effective during the months to come.
And don't forget to change your clocks this weekend - Spring forward!
I'm keeping things light today - that's what weekends are for, right?! Be sure to take some time for yourself over the next few days, whether that's spending time with your family and friends, sleeping, or maybe even playing hookie from work for a day. We're all dealing with enormous amounts of stress. It's important to treat ourselves to something fun every now and then so that we stay strong and effective during the months to come.
And don't forget to change your clocks this weekend - Spring forward!
Thursday, March 05, 2009
What I'm Hearing...The Economy as Opportunity
This morning I caught up with a former student of mine. She is in the process of applying to graduate schools in order to obtain her Master of Public Administration (MPA). She is currently working and not involved in the recent waves of layoffs that have happened at so many organizations.
As we were talking, I asked her what she thought about the economy in general and also from an HR perspective. She sees the present as a fantastic time to invest in herself and develop her skills. That way, when things turn around - and they will - she will be in a much stronger position than her competition. As she told me this, her enthusiasm and excitement for the potential inherent the future was infectious.
With all the gloom and doom around, it's easy to get weighed down. We hear about the horror stories from Lehman Brothers, AIG, and Fannie Mae. But do we hear of the success stories of Lego and McDonald's? Doubtful. Fear sells. In the midst of these trying times, we need to break free of the negativity and take advantage of the opportunities around us to learn, grow, and reinvent ourselves. While formal degree programs can fill that need, so can continuing education classes, or even exploring our passions and hobbies more completely.
Many people consider investing in the stock market or their 401(k)s a "given." When was the last time you invested in yourself? The only investment you can have 100% faith in to increase in and maintain its value is you.
As we were talking, I asked her what she thought about the economy in general and also from an HR perspective. She sees the present as a fantastic time to invest in herself and develop her skills. That way, when things turn around - and they will - she will be in a much stronger position than her competition. As she told me this, her enthusiasm and excitement for the potential inherent the future was infectious.
With all the gloom and doom around, it's easy to get weighed down. We hear about the horror stories from Lehman Brothers, AIG, and Fannie Mae. But do we hear of the success stories of Lego and McDonald's? Doubtful. Fear sells. In the midst of these trying times, we need to break free of the negativity and take advantage of the opportunities around us to learn, grow, and reinvent ourselves. While formal degree programs can fill that need, so can continuing education classes, or even exploring our passions and hobbies more completely.
Many people consider investing in the stock market or their 401(k)s a "given." When was the last time you invested in yourself? The only investment you can have 100% faith in to increase in and maintain its value is you.
Wednesday, March 04, 2009
What I'm Hearing...Seeking out "Boring" Meetings
This morning I was a guest at a Manhattan BNI (http://www.manhattanbni.com) chapter meeting. For those of you not familiar with BNI, it is a structured networking group with chapters around the world. The purpose? To learn about other members' businesses and share referrals.
I found the meeting exciting, well run, and interesting. One item that particularly caught my attention was a networking approach shared by several members. These members seek out events, meetings, and seminars geared towards industries different from their own to broaden their networks even more. For instance, if you're a real estate specialist, how exciting would it be to attend a seminar on the newest COBRA regulations? While the content itself might be "boring," the networking opportunities are invaluable.
How many times do we push ourselves outside our comfort zones? Do we tend to lock ourselves into our niche of "Human Resources" or "Insurance" or whatever our profession might be? Within our organizations, how often do we truly seek out cross-discipline projects to work on? Thinking outside the box and taking a chance can be instrumental in succeeding in both the short and long runs.
I found the meeting exciting, well run, and interesting. One item that particularly caught my attention was a networking approach shared by several members. These members seek out events, meetings, and seminars geared towards industries different from their own to broaden their networks even more. For instance, if you're a real estate specialist, how exciting would it be to attend a seminar on the newest COBRA regulations? While the content itself might be "boring," the networking opportunities are invaluable.
How many times do we push ourselves outside our comfort zones? Do we tend to lock ourselves into our niche of "Human Resources" or "Insurance" or whatever our profession might be? Within our organizations, how often do we truly seek out cross-discipline projects to work on? Thinking outside the box and taking a chance can be instrumental in succeeding in both the short and long runs.
Tuesday, March 03, 2009
What I'm Hearing...Dinner for Breakfast
This weekend I was reading Woman's World magazine. If you're not familiar with the publication, it's a weekly, easy read filled with health tips, budget advice, recipes, and reader stories. Without fail, the main focus of every issue is the latest diet craze.
This week's issue features a diet that - long story short - focuses heavy on protein, but also includes carbs, sugar, and fat. The trick to this diet is that while you're cutting calories, you're basically eating dinner for breakfast and a small breakfast-like meal for dinner.
I read this diet on Saturday, and I'm still fascinated by it. Why? For one thing, a diet that allows me to eat cookies and candy at breakfast rocks. On the other hand, though, I can't even fathom eating 3 ounces of meat and two ounces of cheese at 5 AM. Sometimes I can hardly choke down cereal at that time of the morning, let alone a meal with substance.
The diet also fascinates me because it defies the norms. Taking this diet and applying it to the broader world, how many things do we do because that's how we're told we should do them? What would happen if we ate dinner for breakfast at work, or did something the opposite of how it should be? Would we metaphorically choke, or would good, unexpected things happen? In today's economy, the tried and true are no longer tried and true. Now is the time to shake things up, to look at the world differently, in order to generate success in the short- and long-terms.
This week's issue features a diet that - long story short - focuses heavy on protein, but also includes carbs, sugar, and fat. The trick to this diet is that while you're cutting calories, you're basically eating dinner for breakfast and a small breakfast-like meal for dinner.
I read this diet on Saturday, and I'm still fascinated by it. Why? For one thing, a diet that allows me to eat cookies and candy at breakfast rocks. On the other hand, though, I can't even fathom eating 3 ounces of meat and two ounces of cheese at 5 AM. Sometimes I can hardly choke down cereal at that time of the morning, let alone a meal with substance.
The diet also fascinates me because it defies the norms. Taking this diet and applying it to the broader world, how many things do we do because that's how we're told we should do them? What would happen if we ate dinner for breakfast at work, or did something the opposite of how it should be? Would we metaphorically choke, or would good, unexpected things happen? In today's economy, the tried and true are no longer tried and true. Now is the time to shake things up, to look at the world differently, in order to generate success in the short- and long-terms.
Monday, March 02, 2009
What I'm Hearing...Free-Flowing Interviews
With Andrew "Down Under" for the next two weeks, I'll be taking the lead on blog posts. To kick things off, I'll comment on his excellent post from Saturday.
First, to clarify Andrew's comment regarding his Astron interview, as I remember it was about two hours long. And a fun two hours! Andrew made me laugh with his impressions of a favorite college professor and, more importantly, what he got out of that class. He showed me that he was cool under pressure, knew how to have fun, and wasn't overly self-conscious. Fantastic traits for success in a consulting environment!
Andrew makes several important points in his post regarding probing questions. Best HR practice dictates that interviewers, especially inexperienced interviewers, ask the same questions of each candidate to prevent inadvertent discrimination. While it's not a fun approach, it is a wise one.
However, asking the same questions without the necessary follow up probes reduces the overall effectiveness of the interview. If a standard question reveals a potential red flag, interviewers have the responsibility to delve further to determine suitability for the position and potential risk to the organization. Effective interviewing that balances both these needs is a skill that develops with time, practice, and mentoring.
How structured is the interview process at your organization? How can you make it more effective for both parties?
First, to clarify Andrew's comment regarding his Astron interview, as I remember it was about two hours long. And a fun two hours! Andrew made me laugh with his impressions of a favorite college professor and, more importantly, what he got out of that class. He showed me that he was cool under pressure, knew how to have fun, and wasn't overly self-conscious. Fantastic traits for success in a consulting environment!
Andrew makes several important points in his post regarding probing questions. Best HR practice dictates that interviewers, especially inexperienced interviewers, ask the same questions of each candidate to prevent inadvertent discrimination. While it's not a fun approach, it is a wise one.
However, asking the same questions without the necessary follow up probes reduces the overall effectiveness of the interview. If a standard question reveals a potential red flag, interviewers have the responsibility to delve further to determine suitability for the position and potential risk to the organization. Effective interviewing that balances both these needs is a skill that develops with time, practice, and mentoring.
How structured is the interview process at your organization? How can you make it more effective for both parties?
Saturday, February 28, 2009
The Best Interviews Are Free-Flowing
About six months back, I had to do my first interview for my new company. One of the things that I was surprised about was the rigidity in which I was supposed to do this. The candidates would only be meeting with me for an hour of one-on-one time before I passed them off through the three other interviews they had set up for them. Not only that, Human Resources instructed me to come up with certain questions that I had to use for every candidate.
That didn't quite sit well with me. All my best interviews that I've either been the interviewer or the interviewee have been free-flowing conversations that allow the candidate to show their true self. I've spent hours interviewing at times. The Astron interview certainly comes to mind here. Jennifer and I spoke for what seemed like hours. It allowed both her to learn more about me and me to learn more about her and the company. One interview for my current job, I walked in and the interviewer, having read my resume and realizing I was a sports fan, had an article on his screen about Alex Rodriguez from the Wall Street Journal, pointed at it and asked me what I thought about the situation. Later he told me the point was just to see how I communicated and presented myself. But he allowed me to get into a comfortable zone by starting the interview off like that. We still got to the important/mandatory/obligatory questions, but we started out on the right foot.
My feeling is that when you have rigidity in interviews, you make people answer questions they've already prepared for. Surprise them. One of my co-workers had to interview potential managers to be his boss. He would ask all of the potential managers during the interview: "what if I wanted to come in late every day?" One interview I was in I was asked to tell a joke. Another, I had to shout something at the top of my lungs in a crowded room of interviewers. The point is not to embarrass people but to see their creativity, their ability to think on the spot, and also to avoid getting answers they've practiced in front of the mirror many times and don't reveal their true self.
I'm not saying don't ask: "what is your greatest weakness?" but be willing to follow up on that. If someone goes "I'm a perfectionist, to a fault" make them elaborate and give examples. If the interviewer asks where you want to see yourself in five years, give an answer and then turn it around and ask them where the want to be in five years or if they ended up where they thought they'd be five years before. Engage. Be willing to push from both sides of the interview. Ask the other person "if you weren't working here but could be doing anything else in the world, what would you want to do/where would you be?"
I know, I know...to seem fair and that you're not discriminating between candidates, you can't deviate too much from interview to interview. But the last thing you want to do is judge each candidate based on a set of canned questions. Make them open up. Even just a little. You will have to work with this person if you hire them; it would be a good idea to see a little of who they really are.
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And with that, I'm out of here for two weeks. I'm heading to the Land Down Under. I will try to get some blog posts in from down there, but can't promise anything. In the meantime, Jennifer and the rest of the Astron crew should be taking over for me here. So, trust me, you're in good hands :)
That didn't quite sit well with me. All my best interviews that I've either been the interviewer or the interviewee have been free-flowing conversations that allow the candidate to show their true self. I've spent hours interviewing at times. The Astron interview certainly comes to mind here. Jennifer and I spoke for what seemed like hours. It allowed both her to learn more about me and me to learn more about her and the company. One interview for my current job, I walked in and the interviewer, having read my resume and realizing I was a sports fan, had an article on his screen about Alex Rodriguez from the Wall Street Journal, pointed at it and asked me what I thought about the situation. Later he told me the point was just to see how I communicated and presented myself. But he allowed me to get into a comfortable zone by starting the interview off like that. We still got to the important/mandatory/obligatory questions, but we started out on the right foot.
My feeling is that when you have rigidity in interviews, you make people answer questions they've already prepared for. Surprise them. One of my co-workers had to interview potential managers to be his boss. He would ask all of the potential managers during the interview: "what if I wanted to come in late every day?" One interview I was in I was asked to tell a joke. Another, I had to shout something at the top of my lungs in a crowded room of interviewers. The point is not to embarrass people but to see their creativity, their ability to think on the spot, and also to avoid getting answers they've practiced in front of the mirror many times and don't reveal their true self.
I'm not saying don't ask: "what is your greatest weakness?" but be willing to follow up on that. If someone goes "I'm a perfectionist, to a fault" make them elaborate and give examples. If the interviewer asks where you want to see yourself in five years, give an answer and then turn it around and ask them where the want to be in five years or if they ended up where they thought they'd be five years before. Engage. Be willing to push from both sides of the interview. Ask the other person "if you weren't working here but could be doing anything else in the world, what would you want to do/where would you be?"
I know, I know...to seem fair and that you're not discriminating between candidates, you can't deviate too much from interview to interview. But the last thing you want to do is judge each candidate based on a set of canned questions. Make them open up. Even just a little. You will have to work with this person if you hire them; it would be a good idea to see a little of who they really are.
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And with that, I'm out of here for two weeks. I'm heading to the Land Down Under. I will try to get some blog posts in from down there, but can't promise anything. In the meantime, Jennifer and the rest of the Astron crew should be taking over for me here. So, trust me, you're in good hands :)
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