Jose — Thanks for the proposed interview questions. Those would be motivating to answer! I was reflecting on your post and thought about Predictive Index, and its focus on behavioral characteristics. https://www.predictiveindex.com/learn/support/history-of-the-pi-behavioral-assessment/ I agree the interviewing process should point towards behavior "here" and in the future versus "there" and in the past. Keep up the insightful writing!

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Mar 21·edited Mar 21Liked by Jose Corella

In the past, when I interviewed for Catalyst/Mindshare, I interviewed 1000s of candidates and I am ashamed to say that I would ask challenging technical SEO questions to see if the candidates knew their subject matter expertise. Many of the people that I hired, went on to become the Heads of Mediacom, Mindshare, Maxus, MEC and GroupM.

Then I went through a phase where I couldn't get a job for 3 years because I kept failing the interviews where they asked me behavioral questions. I felt so demoralized that I changed my interview process entirely and it has reaped nothing but dividends.

I look at the resume and ask the candidates as a "friend," if you could do anything you wanted, what would you do? What excites you at work and what bores you? Are you technical or creative or content focused? My focus here is more people-fit, can I get along with this person? Is this person teachable? Is this person trustworthy.

Fast forward to now, at my current company, I've hired 9 people in the past 4 months and they have blown past my expectations, are teachable, great culture fit and I am able to invest in them as human beings, not simply as a resource.

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