An interviewer who has never uttered these words is simply missing an opportunity—and is only performing half an interview.
This question, and all the different ways it can be worded, is at the heart of the behavioral interview, and gets to root of a company’s current problem—finding the person who is a perfect fit for the company and its culture.
Behavioral interviewing is a structured process to determine if the candidate has both the character and work ethic required for a particular position.
Rarely focusing on the technical skills required for the job; the purpose of behavioral interviews is to be more of a matchmaker. Like in the dating world, behavioral interviews succeed best when they finding compatibility between the prospective employee and employer.
And just like dating, the consequences of a poor match in hiring can be frightening. A lousy hire wastes money, time and energy.
You made it through the screening process and interview, and now the job offer is on the table.
Between the offer and your first day on the job leaves one step—discussing compensation and benefits. Unfortunately, job seekers shy away from this—something so crucial to their future.
New hires (both men and women) are so grateful after a long, demanding job search they have little interest in further negotiations. Many will just accept what the company offers, blinded by relief and the desire to go to work!
This can be an expensive error!
In a blog post for ArtOfManliness.com, Brett & Kate McKay discuss the 8 financial questions every new hire should ask —and the best time to ask—when considering a new job: