Interview questions bombed or big bang

I wonder if many organisations do not interview in person unless they're fairly confident they will be hiring (or will find an alternative job if they can).

I cannot think of any majorly bombed questions as an interviewee or interviewer.

Rarely I've had to interview people, and there was a time when a new engineering centre was being opened in Shanghai, and we had to interview (in pairs) over the phone to decide who to choose for an in-person interview.

That was a lot of pressure.. the interviewees were all young kids, it was likely to be their first job after uni. Some tried really hard, but English was a requirement, and I remember one applicant who just repeated the same sentences regardless of what was asked, as if it was being read out : (

Also there were lots of awesome engineers, and one (as we found out later) who cried on the phone after being told her interview had gone well. It was only after hiring, we realised how important these first job were, so that some of the kids could send money home to support their families.

I always held to power of an interview panel in high regard. The decision of the panel had the potential to change the course of someone life. I never took that responsibility lightly.

I always held to power of an interview panel in high regard. The decision of the panel had the potential to change the course of someone life. I never took that responsibility lightly.

True 'dat.  (do the kids still say that?)

I've been doing a lot of interviews in the last year due to always having one or two folks promoting out of the team.  One good trend I've seen is that every single interview candidate with experience was still employed.  They are just looking to leverage up through the Fortune 500.  In turn, I've found that the folks are very genuine and relaxed throughout the day looking for a good fit and growth.  It's a good state we are in right now for engineering at least in the petroleum and chemical industries.

Instead of a panel, we do 30 minute one-on-one interviews.  At the end of it, I take them to lunch at our onsite cafe with a couple of guys from the team and then a tour of the refinery.  Feedback has been they much prefer this over the panel grilling.

BTW, since we are a very large facility with a broader company to grow in, we have postings for opportunities just about every year for First Line Supervisors, Planners, Fixed Equipment Engineers, Chemical Engineers, and Control Systems Engineer near the St. Louis area.  A little googling and you'll know who I'm talking about. 

One attribute I have never seen from engineering applicants is the Maker.  Over my years and multiple sites, its been rare to meet engineers that show their engineering passion with projects outside of work.  I remember two that taught at a community college, but no Maker projects.  That even includes woodworking.  However, many of the craft employees (millwrights, tin shop, electricians, etc) have shown some amazing projects from wood carving of canes to 800 HP engines.  I would love seeing such resumes from engineers as I find people with that constitution often bring great respect for training, documentation, innovation, and long term empassioned improvements.

See ya',

Sean

It is definitely rare to find engineers who are passionate about it as a hobby. I have interviewed many, many candidates and I know a lot of engineers, and the number that indulge in it as a hobby seems to be just a few % at most. The few engineers do have this gene get snapped up immediately.

As someone who has hired hundreds of people over the decades, I can say that the process you use helps determine the quality of the people you hire.

As others have identified, I spent a lot of time pouring over resumes and pitched out a lot of people for many reasons, but the biggest reason was how long they stayed with their last employer.

Reason, if they didn't stay long for them, they will probably not stay long with you.

In the Aerospace business, we always invested a lot of effort in keeping people's skills up. If I am going to invest in someone, I want some assurance that they will be around to pay us back for their education.

If you do a good job in the selection process, the interview process gets to be very easy. Primarily you are assessing if someone has the temperament to fit in with your existing staff.

Essentially, I was hiring attitude as I had already assessed if someone had the skills we needed.

So when you go to an interview, I encourage you to be attentive, agreeable, and act properly. Be someone, everyone wants to hire.

There is a time and place to be a social activist. An interview is not one of them.

I remember one lady we interviewed for a secretary position and she spent the first 15 minutes telling us all the things she would not do. Needless to say, she was not hired.

Do research on the company you are interviewing with. The more you understand about what they do, the easier it is for you to provide good answers to the questions and present yourself as someone they want to hire.

Remember, they can hire anyone they want, make sure that someone is you.

DAB

I once was hiring for an administrative assistant role.

I asked "How do you characterize yourself under confrontation?"  I was about to ask for an example from her past where she handled such a situation, but then she replied "A loud screamer."

I liked her honesty, but I had to pass. Already had enough of those.

-Sean