This person didn’t just say, “I’m sorry” and go through the motions. Second, the candidate embraced the feedback they were given and made a real effort to change in response to that feedback. Why is this considered a good answer? First, it’s very specific, indicating that it’s probably not fictionalized (the candidate probably really lived through this). But at work, I made sure that was the only time my boss ever had to give me that type of feedback.” It’s actually had a real impact on my life even outside of work. I signed up for a conflict resolution classes offered at a local college and learned a lot about how to develop anticipation and awareness so I had much better control over potentially difficult situations. Although it bothered me to hear that feedback, I accepted my boss’ words. I knew exactly what I had said that was wrong. Granted, it was a tough client, but I understood exactly what happened, when it happened, and how I contributed to the situation. “My boss let me know that I had been a little short with a client. Now let’s flip this around and look at what this client considered a “good” answer: Of course, you won’t hear that if your question leads the candidate to talk about the one time out of a million that they “successfully adapted to tough feedback.” That’s why our interview question, as awkward as it may feel at first to ask, is left open-ended. It’s also big red flag when a candidate doesn’t choose to talk about a time that they successfully embraced and implemented a change in response to tough feedback. Blamers are not folks who generally respond constructively to tough feedback. When things go wrong it’s always someone else’s fault. Blamers are highly reactive personalities who just won’t accept responsibility for much of anything. Why is this considered a bad answer? One word: Blamer. It’s even worse though when I get blamed even though I wasn’t the one who caused the issue.” I was pretty angry as I had told my manager about the problem on several occasions and was basically told, “that’s just the way people are and there is nothing that will be done about it.” It’s really unfair that no matter how badly someone jeopardizes a project or customer that they will not be reprimanded or terminated. “The best example was the time I was reprimanded for a goal that had not been met for the quarter due to another individual being a road block for me getting the task done. Let me show you how it works by walking you through some real-life answers (both good and bad) to our behavioral interview question “Could you tell me about a time you got tough feedback from a supervisor or boss?” These examples come directly from the Answer Guidelines developed for one of my clients, a leading distributor of telecommunication equipment. And this prepares them to evaluate candidates’ attitudes about feedback consistently and accurately. Hiring mangers that use Answer Guidelines are well versed in what high and low performers sound like when answering those questions. Essentially, Answer Guidelines give examples of good and bad answers to your behavioral interview questions. When I wrote Hiring for Attitude, I dedicated an entire chapter to developing and using Answer Guidelines. Because what’s the point of giving a test, and interviewing is a test, if you don’t have an answer key that lets you accurately grade that test. But it’s just as important to know how to grade the responses you get. Now, having a great job interview question is important. As for the folks who understand the value of constructive criticism, they’ll also reveal themselves in how they respond to this interview question. And since feedback-resistant folks don’t tend to have a lot of experiences to share about all the times they DID hear and DID positively process tough feedback, how they answer is going to produce a gold mine of information. Second, because the question asks about a time the candidate got tough feedback (and NOT about a time they responded to/made a change because of/ etc.), it’s entirely up to the candidate how to answer this question. In addition to learning that this person may have some punctuality issues, also valuable information to have, it’s your first red flag that you might not want to hire this person. Because imagine someone says “My boss chewed me out for being 10 minutes late every day.” You’re likely to hear this and think to yourself “Really? Being told to get to work on time is what you consider constructive criticism?” Here you’ve already learned that you and the candidate are not on the same page as to what constitutes real constructive criticism. First, the bare-bones nature of this behavioral interview question forces the candidate to reveal how they define “tough feedback.” And that’s a good thing.
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