When a manager struggles to give tough feedback or a star quits, HR becomes the scapegoat. But if managers have the skills to tackle these issues, HR isn’t blamed.
It sounds bizarre when I suggest that the best candidates actually reveal a few flaws in job interviews, but there are two reasons why you need to do it.
Most companies conduct some type of employee survey. But it’s likely that you’ve worked at an organization where that survey was nothing more than a perfunctory exercise.
You need a 100-150 page book that explains how your company uniquely solves a deep pain in the market. Books like that instantly make you the authority in your field.
The STAR method is an outdated way to answer interview questions. Instead, use the SHER Method to highlight your emotional intelligence, coachability and growth.
More than a few leaders have imagined themselves giving a fiery “rah-rah” speech to their employees. But ironically, the opposite approach often generates better results.
Every company wants high integrity; people who do what’s right, protect confidentiality, and build trust. But demonstrating integrity in a job interview isn’t easy.