Question Not a Silver Bullet
by Miki SaxonJohn Warrillow, at BNET, writes that the best question for weeding out victim mentality is “Tell me about the last time you made a mistake.”
He says that if the person accepts full accountability and doesn’t try to excuse or blame anyone else he almost always hires them.
While I agree it’s a great question and that the response tells you a lot about the candidate, I disagree that taking full responsibility necessarily makes a good hire.
There is a substantial difference between making excuses and a situation that leaves the person with no choice but to make the mistake.
There are too many managers who set their people up to fail, whether unintentionally or not. (Yes, there are mangers who do it intentionally.)
There is a difference between stating why the mistake was made and describing what could/should have been done differently and playing victim.
I advise creating a different dialog.
Manager: Tell me how [whatever].
Candidate responds.
Manager: Is that how you would have done it if you were in charge?
Candidate responds yes or no.
Manager: Why?
Asking why gets you to what you really want to know, which is how the candidate thinks.
How the person thinks is the crux, whether the candidate is a senior exec, admin or somewhere in-between.
And while it’s a good question to add to your interview repertoire I don’t think it’s strong enough to stand on it’s own as a ‘make or break’.
While discovering if the person has a victim mentality is useful, what is the advantage of hiring someone willing to take responsibility for a mistake that really isn’t theirs?
You need to know more; extenuating circumstances that at first may sound like an excuse can turn out to be plain facts.
Explore why the mistake happened, if and how it was rectified and what could have been done to prevent it.
In short, take time to dig deeper into any response that brings up a red flag, but do it with an open mind.
Image credit: http://www.flickr.com/photos/wadem/2808468566/