""It's a question that allows me to understand how they've distilled the various conversations that they've had, and then how they have translated that into what's really needed - sometimes beyond the job description,""
"She said that's usually her starting point, and it gives her "a lot of insights" about the candidate."
"She said she's excited to hear genuine answers and finds it a "problem" if they say they don't get feedback or have nothing they're working on."
Four executives use distinct, targeted interview questions to assess candidate fit and capabilities. Corinne Sklar uses a money-making question to identify entrepreneurial traits and business instincts. Francine Katsoudas asks what candidates view as the most important part of the role based on prior interviews to evaluate how they distill conversations and identify needs beyond the job description; she typically asks this near the end of the process. Amy Cappellanti-Wolf asks about recent constructive feedback candidates are actively working on, welcomes personal or professional examples, and views a lack of feedback or improvement efforts as problematic. These questions probe synthesis, initiative, and self-awareness.
Read at Business Insider
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