By Larry Schuster
Two answers: Lego Blocks and a question.
Two years ago, I was in the finance director's office of a multinational aircraft manufacturing company in Shanghai playing with Lego blocks. He was demonstrating to me what could be learned from Lego blocks to help identify the best job candidates.
In one successful case, he asked the applicant about the meaning of the colorful model they had built. The applicant replied that the colors represent diversity. And with that, she further volunteered that she thrived on diversity. Bingo! She got the job!
From Their answer, SHE can Learn:
• Whether the candidate is a self-made person
• If they have coasted through life
• Where they had to persevere
• What challenges they had to overcome
"I'm really trying to understand what has shaped them over the years," Zier said in the interview.
Lori Silverman, co-author of Business Storytelling for Dummies, said when you prompt an applicant to tell a story, that "story can reveal their underlying motivations, personality temperament, emotional well-being," and other qualities and factors that can't be directly requested in an interview situation.
How you ask the question, however, has a big impact on the answer, as Silverman demonstrates with this example: "Tell me about an experience you liked in your last job" isn't as effective as "Tell me about an experience in your last job that made you say, 'Wow. I love what I do.' "
Lego blocks and the right question. Simple techniques for identifying the right applicant for the job.
Senior Consultant, Crescendo Communications Consulting
larry.schuster @ ccc-training.com