Here at HR Coaching, we advocate for the use of Attribute focused interviewing. Typical hiring processes are focused on skill sets which fills a temporary hole in your organization. Hiring for Attributes assures you will have a great fit for your organization no matter what role you’re putting them into now because they will grow with you into the future.
For this article we’ll focus on Appreciation.
In order to talk about appreciation, we need to define a spectrum of what the word appreciation can mean. At the low end of the scale, you can imagine someone who does nothing but talk ill about all of their former employers. This person blames everyone else for their job changes and circumstances while failing to accept responsibility. At the high end of the scale, you have the individuals who can be defined as a “kiss up”. Someone that goes over the top when thanking you for something you’ve done or pushes the interaction into feeling a bit awkward. What were after is a person who is in the middle.
We’re not looking for someone who is faking appreciation. Our goal is to find a person who understands the opportunities in front of them and that the opportunities they’ve been given are what led to this moment. They’ve taken full advantage of the opportunities they’ve had to develop themselves into someone who can really make an impact on your team. They are excited about the opportunity to come in and contribute to your specific organization and your group. Another way to describe this person would be humble. Ideally what this means is they avoid seeming entitled to a new job. You know the type. The person who says “I’ve been in this role for 5 years! I deserve to be a manager!” but they are also the person who hasn’t accomplished a single large project and rubs their team members the wrong way.
Below are a few example questions you can ask a candidate to discover their appreciation.
1. Can you walk me through your last two job changes and tell me the reasons for those moves?
What to listen for: We want to hear intentionality. The reasons behind the job changes need to have a purpose other than “they offered me more money”. Otherwise, this person is just after the next company who can do more for them and did not truly appreciate the new opportunity to expand their skill set and take on a new set of challenges.
2. What do you feel is the biggest career opportunity you’ve been given to date? Why?
What to listen for: What led to them being given this opportunity? Did they truly earn the chance or did they feel they deserved it? How did they react when they were given the role? What was the outcome?
3. Why are you interested in this opportunity?
What to listen for: This is a classic interview question that they should expect. You hope to hear that they’ve gone through the effort to truly research your organization and understand the opportunity you’re presenting them with. They should show genuine excitement and appreciation for the chance to grow and stretch their abilities.
Hopefully this gets you on your way to evaluating your candidates for their attributes instead of purely on their skill set. See our full list of hiring attributes here and if you would like to see more example interview questions, look at our best interview questions here.
What level of appreciation are you looking for from your newest team member? Do you need help with questions you could ask your candidates? Send us a note to our email. You may be featured in our next article!