I’ve shared your thought with my readers in my Rainmaker ‘Fab Five’ blog picks of the week (found here: http://www.maximizepossibility.com/employee_retention/2009/12/the-rainmaker-fab-five-blog-picks-of-the-week-1.html) to help them remove any unnecessary hoops from their hiring process.

Be well!

- Chris

BTW – love your new blog!

The one thing I hear about this question is that it’s not really about problem solving; that “companies ask it just to learn about you based on how you respond.” Well, my natural response would be to refuse to engage the question. If they are really happy just to learn that, fine. But I doubt that – I think they want to evaluate a response and would be annoyed not to get one.

I’ve read that Google used to ask these but no longer does – I think it’s falling out of favor, thankfully.

“Blank” is a requirement to work here, how will you be able to fit this requirement if we did hire you?

Give me an example of a difficult situation you had at a previous employer and how you handled that. What was the result?

Asking good logical questions will help you more than the circus stuff. I agree with TlColson “old fashioned is the best way”.

M

“Well we did it, so should they if they are worth it”

But as technology advances and we need workers with more skills than stamina and a strong back, those candidates are less likely to tolerate the behavior from the hiring process.

In fact, during the hiring process at the big orange box, I quipped that I wondered if I was applying to Harvard or HD. And no, their process didn’t net the best in class, they netted the most patient, or most desperate.

If you are a sought after employer, or the compensation is head and shoulders above the rest, great, continue the circus. But those companies had best find ways to maintain that status, because candidates won’t be willing to tolerate the treatment otherwise.

I’d rather get good people the old fashioned way:
good recruiting, and good luck.

You’re right. This is asking questions for the sake of asking questions.

To point 1: I think this ties in with Point 3, to which I will comment shortly…
To point 2: Doesn’t everyone? Or rather, don’t these orgs’ Marketing folks make them believe they are?
To point 3: Am I applying for a job, or a fraternity? The reason why this ties into point 1: people hire people like themselves. If it’s a hazing culture, you’re going to hire people who like the verbal ribbing. This perpetuates an illusion of success while also keeping the hazing as part of the status quo.

Great thoughts, Lance. Thanks for sharing!