Tough Interview Question #19: How Would You Feel Reporting to Somene Younger Than You?

In the United States, for years, this same question was asked about reporting to a woman. Now we take it for granted.

Now, in the US, the question is asked about someone younger than you to acknowledge that may from The Baby Boom generation are aging and being replaced in management roles by people younger than they are. In your country, this may remain an issue may still be asked about women, religious or cultural affiliation in which case, you can use the same style of answer, adapted to the specifics of your circumstances.

So underlying the question is whether you have a bias that will cause friction between you and your future boss that would cause a management problem.

So the wrong answer is the simple, "No, " or "No problem. Some of my best friends are . . . "

Instead, opt for flattery.

"I greatly admire an organization that chooses to reward someone based upon merit, rather than through age (or gender or race, etc). In an organization like this one, the clear message is that if you deserve it, you will be promoted. If you don't deserve it, you won't. And more importantly, the message you are sending is that talent won't be held back for reasons of bias."

"To be successful, organizations need to attract and retain the best talent and that's what you are doing here."

Jeff Altman 
The Big Game Hunter
www.TheBigGameHunter.us

JeffAltman@TheBigGameHunter.us

© 2007 all rights reserved.

Tough Interview Question #18: On a 1 to 10 Scale, How Would You Rate Me as an Interviewer?

DANGER! DANGER! DANGER!

This is a question for which there is very little way to win.

The philosophy I have is do not give a "10". It will seem like you are trying to please the interviewer and give them the idea that you will be easy about other things in the future.

If you criticize the interview too much, you will be judged as too critical because you hurt their feelings.

Knowing how to give criticism is an art form.

You might answer with, "It's hard to know what questions to ask to discern the skills competency, character, self-confidence and leadership that are appropriate for your firm. I do know that for similar jobs in my firm, we cover (list several things that you screen for and, perhaps several questions that are asked." I'm not saying our questions are better. They fit for our firm given our culture. I don't know your culture or enough about what makes someone successful at your firm to judge whether you should have asked anything differently."

"I will say, I do have a good feel for your firm which makes it a good interview from my viewpoint and, I suspect, you you have a good idea about my skills, character and capabilities which would make this a good interview from your standpoint, too."

Notice. There is no number.

If they still press you (and there is a message in their pushing you), look them square in the eye and with firmness and seriousness answer, "I would have given you a 9 until this last question. My answer was far better than any numerical ranking could have provided. This last question had more to do with your needs than the requirements of the job you were interviewing for or the needs of your organization."

Jeff Altman 
The Big Game Hunter
www.TheBigGameHunter.us

JeffAltman@TheBigGameHunter.us

© 2007 all rights reserved.