The One Question Every Hiring Manager Should Ask

It’s simple, yet impactful.

I was sitting across the table from an interviewee ready to make an investment, an investment in them.

So, I asked the question,

“If you were a product worth investing in, what would the 60 second commercial of you sound like?”

The interview came to a screeching halt.

We’ll…uh…

I’m from a small town in Iowa, and I’ve been in sales for 5 years. I have 3 children, and I love the outdoors, especially hiking.

This is okay for a dating profile but I’m investing money and time, time is money, so it’s a double whammy.

I’m a customer buying the product of you.

All Hiring Managers are.

All organizations.

They’re sitting there, ready to invest time. Money.

That’s why this question is vital.

The question itself requires the person to state their value proposition to the organization.

The only way you’ll take action on a commercial, an ad, whatever, is if it brings you pleasure or reduces pain.

That’s it!

If you’re in sales or marketing, I hope you understand this point.

For me, as someone who’s hiring, it’s to resolve my issues of being understaffed and generating the results I need for our organization. I must do this cost-effectively while maximizing our upsides and reducing our downsides.

This is in the back of my head as I interview.

With the research they have done on me, their commercial, or the “pitch” should clearly state the value related to these areas.

Don’t ask stupid questions. You may be a billion dollar company but don’t make your interviewee feel like a joke.

Certain billion-dollar brands ask stupid questions. But who am I to judge? They have a B for a reason.

Not me.

I’m guided by our core values and my own personal reasons for living. Biased, stupid questions work against this.

But really…the question “what’s your favorite craft beer?”

Is it a bromance? Tender for corporate dudes!

It’s incredibly biased. It screens out minorities, women, and er’s on the side of just wrong.

To spin this question, ask “what’s your favorite non-fiction book and why?” That’s a much better question that would be valuable to you as a hiring manager.

Interview based on culture and value contribution.

Start asking better questions and watch your interview process drive the results you seek.

Thanks for reading,