A theme I harp on constantly is the unfortunate tendency for job interviews to come down to so much posturing and game-playing. Writing at Forbes, George Bradt explains that really there are only three job interview questions:
1. Can you do the job?
2. Will you love the job?
3. Can we tolerate working with you?
Get answers to those three questions from everyone you interview; then compare the various answers to identify your strongest candidate(s). Simple. And it should save a lot of time over asking people how they would go about escaping from a blender.
I’m a little unsure about that third question, to tell you the truth. I understand that it’s a big piece of qualifying a candidate, but you can’t just come right out and ask “Can we tolerate you?” Most people think they’re fairly tolerable, if not downright likable, individuals. So whereas I think items 1 and 2 are simplified restatements of the questions you would ask, number 3 tells you the answer you’re going for without giving much of a clue as to how you would fish for it. (That will probably vary quite a bit from company to company and from job to job.)
However, it should come as no surprise that how well you fit (i.e., whether “we can tolerate you”) is a valid line of inquiry. Everyone should go into a job interview — both the interviewers and interviewees — with this list of questions in mind. No head games, no gotchas, just honest dialog.
The only surprising thing about any of this is that it is, in fact, newsworthy. Hiring managers and recruiters would benefit tremendously from adopting these three questions.