Dan Cox’s Post

Why You Should Interview at Least Twice a Year (and assume your employees are too) I’ve shared before that I love interviewing (having conducted over 2,500 interviews), but I also really enjoy being in the interviewee's seat. I can't remember who it was, but early in my career, someone told me, "The best employees always interview, even when they are content." I took that to heart and learned through those experiences that the grass isn't always greener on the other side, but occasionally it was, and I changed roles! I’ve found this to be a polarizing view. Some leaders I've worked with say, “No, good employees shouldn’t be looking; that means you are doing something wrong.” But that attitude leads to complacency and laziness. A good leader should assume they are hiring great talent that can get a job whenever they decide. In my experience, I’ve taken the opinion that my best employees are looking, and I need to continue to improve the environment and my relationship with those employees. Interviewing isn't easy, and it can be uncomfortable. However, when you think of interviewing like a muscle, you want to exercise it occasionally so it doesn't atrophy and is ready to be used. Years after I had been following this practice, I read the book "Who Moved My Cheese?" which proposes a similar strategy to finding contentment with work. I've found a few of the following benefits to interviewing regularly: - Realizing your market value - Networking - Keeping fresh and honing your interview skills for when your dream job is posted - Appreciating your current role / finding a better role Throughout my career, this practice has kept me informed and helped me grow as a leader. It’s helped me stay on top of industry trends, negotiate better compensation, and understand what different companies value in their employees. The goal isn't always to get an offer and a job, but about continuous growth and ensuring that you remain a valuable asset in the tech industry. If you would like to do a mock interview or just have questions about interviewing, I'd love to help. Drop me a message or go to my website.

If you give these 3 answers to the weakness interview question, you might blow the opportunity: “I don’t have any.” “I strive too much for perfection.” “I don’t know how to do [major job requirement.” Why? 1️⃣ Saying you don’t have any weaknesses is unrealistic and shows a lack of self-awareness. 2️⃣ They’ll see through the humble bragging and wonder what you’re hiding behind it. 3️⃣ If you made it to the interviewing stage and don’t know how to do one (or more) major job requirement, you either lied in your resume, or the recruiter wasn’t paying enough attention when they called you in. Whichever it is, the chances of you making it past that step are slim, close to zero. No one expects you to share your deepest secrets or skill insecurities with a stranger you’ve just met. You have to pick something you’re decent but not great at and show proactiveness regarding your development in that skill. For example, let’s say you’re not a great public speaker, and this role would require you to present at conferences and company-wide meetings. The role is Product Manager. You could say: “I get very nervous during presentations and start rambling. To solve this issue, for the past 2 months, I’ve been presenting ‘family news’ at my family’s weekly gatherings, and I’m starting to get more comfortable in front of an audience. While I’m not yet great at this skill, I’ve seen that the weekly practice really helps and makes me ramble less and stay on topic.” In this case, your ability to be a great Product Manager isn’t hindered by a lack of decent public speaking skills, as it’s not a major role requirement. Still, it shows that you’re working on your issues and value consistency — two great traits any employer would want. The wording also matters. Saying something like “I’m awful at presentations” could detract from the improvement you’re trying to make, as “power” words tend to stick with the audience more than what comes after them. TL;DR: pick a real weakness, highlight your improvement, and choose your words carefully. Need more inspiration? Check the article that’s waiting for you in the comments section. 💌

How you are, in terms of attitude, speech, poise & conduct, will influence the outcome of an interview. It's how the gems are overlooked, for all the wrong reasons. Let's face it, most of us are social animals and it's how we spark off each other. Put a positive & imaginative person in the interview seat and, believe me, they will spot the good in people, get the best out of them, where others may focus on the irrelevant, what's wrong, as opposed to how someone can be developed. If you want an interview to go well - you've got to acknowledge your contribution to it. For example, it you're too focused on why someone may have had one too many jobs, it's what you will hit home on - it's called target fixation, and why people will drive into walls in an empty car park. I've seen people get far less from interviews, because they're either hesitant, uncomfortable, unsure or inexperienced. Someone who's got a natural bounce & sparkle in the eye will get an entirely different response. It's why certain football managers have an exquisite eye for unearthing talent or, polishing a rough diamond. At the end of day, most people are tribal, want to be appreciated, belong to something or valued, unless you're a cold assassin - so next time you approach an interview - think about what you want from it, and if you're struggling to hire, take a step back & think about what you put into the process & how you communicate. My big tip is just be nice, put people at ease, don't try to be clever & let people explain their journey & background, and not so much what's in black & white.

Yesterday, I shared a story of an interview process gone wrong. I'm not typically one to share negative content but also felt it was necessary for others who might have experienced similar to know they are not alone. Today, I want to give a shout out to ePayPolicy because their interview process was spectacular! I don't think my words will even give them justice on how well they executed everything during the process. I got tagged in their post about a job opening and before I could even react their VP reached out to me asking for my resume. I sent it over and within days I had an email from their recruiter working to set everything up. From that very first interaction, everyone I talked to was engaging and positive. I even got a chance to have lunch with the team during a culture fit round and I thoroughly enjoyed meeting everyone on that team. You could feel it in the air that this company values a good culture in their work and in their relationships. Now, I didn't get the job but the recruiter set up time to call me to give me the news. Seriously, no one does that anymore. 👏 She explained the background of a slight delay they had. She explained why the decision was ultimately made and what I could do to better my chances in the future. 💯 I didn't get an automated message months after the fact. I didn't get ghosted. I was given respect and timely communication through the entire process. I will be a fan of this company whether or not I ever land a job there because they value people over everything and that was clearly shown to me. So if you've only experienced the negative side of interviewing, know that there are companies doing it right still. I hope everyone has an experience like this to keep their hope up in this market.

🎾 Ah, the rollercoaster ride of interviews – a journey filled with a mix of anticipation, nerves, and sometimes, sheer bewilderment. We've all been there, even recruiters, search executives and current CEOs. The moment when you're faced with a barrage of questions that aim to dissect your skills, experiences, and whether you fit the company culture like a glove. But let's talk about the utterly bizarre, the questions that don’t make sense. "If you had to be a famous detective, which one would you be?" 🔎 Does it really matter if you'd channel your inner Sherlock or Hercule Poirot in a hypothetical scenario? So, why do some interviewers do it? Why throw these curveballs that seem to defy all logic? I had always been led to believe this was an 80’s thing, but it doesn’t seem to be going away. Some say it's to test your ability to think on your feet, to see if you can summon creativity under pressure. Others think it's a quirky way to peek into your personality, a glimpse into your sense of humour or your capacity to roll with the punches. I expect however, these questions serve as little more than a head-scratching distraction. I've had many people share their experience of facing these questions throughout my career and I feel they reveal more about the company than they do about the interviewee. They speak volumes about a company's culture and its approach to the hiring process. So how should we respond to these questions? It's easy to brush them off or fire back with a sarcastic quip, but maintaining your composure is key. Rather than getting lost in the absurdity, use it as a chance to flex your problem-solving muscles, to showcase your creativity, and to demonstrate your ability to stay cool under pressure. The answer to such questions is rarely important, it’s how you deliver the answer. These questions might leave you scratching your head, but let's not lose sight of the bigger picture. The interview isn't just about answering riddles – it's about assessing whether you're the right fit for the role and whether you mesh well with the company's culture. So, to all the garden gnome enthusiasts, tennis ball mathematicians or film buffs out there, hang in there. And who knows, maybe one day, you'll be asked the ultimate question: “If you had to create a Donald Trump Garden Gnome, what would he be holding?” or "If they made a film of your life, who would play you?" One day, I may write down the crazy interview questions that have been shared with me, I expect I’ve not even heard 10% of those used. We need a LinkedIn page dedicated to them... 🤔 LinkedIn Business: https://lnkd.in/eM_Jv5yE

Can you be traumatised from your last horrible interview? The answer is YES. This may sound a bit untoward but it is not unusual. This can happen due to multiple reasons, perhaps those who had similar encounter can relate and share, too. My experience was rather odd because I was sure I had most of the answers right, but the manager does not seem to think so. It all started with a sudden call interview with this big, well-known company looking for a Talent Acquisition for one of their branches. They set up an-hour meeting for me amongst other applicants and after 20 mins in and asking me an open-ended question, the recruiter said, “It seems like we do not have much time as I have other interviews after this so I’m going to cut you right there and go for the next questions.” Here is where the recruiter began to show red flags. You ARE a recruiter, and isn’t it a recruiter’s job to manage their schedule diligently, w/out having to interrupt the interview process? After the call had ended, we moved to another one at a later time on the same date. The second Hiring Manager was far worse. When I was asked a question to which option (in my OPINION) would be best suited, I gave my opinion based on what I had encountered because whether you like it or not, I WAS A RECRUITER MYSELF, so of course I have an opinion or two about the job I’ve been doing. Instead of LISTENING to what’s said, the Manager manipulated me and said that I had contradicted myself and that I should not have left the company I’m with back then because I was still INSUFFICIENT of the knowledge. I may have worked for almost 2 years as a Recruiter, but I have learned way more than I had ever since I started working and all this can be proven if only you were a little nice. Did you forget, that in interviews, the applicants get to evaluate you and the company you represented, too? Since then, I admit, interviews have been hard. Though I am usually calm and collected, it’s been HARD. What’s more frustrating was that I knew I was capable of making the most of myself. I was capable of being a great employee. But, the grass is always greener on the other side. #traumaconfession #jobinterview

People's lives become ruined because of the lies they are told by companies in the interview. I've seen this happen many times and I'm getting sick and tired of the games some of these companies play. What I've heard many people say is that it's all an act, from both sides (both the person interviewing for the role and the company that is doing the hiring). I acknowledge that in a professional setting, there is often going to be some degree of formality. What I'm referring to in this post is the exaggerations and lies companies tell the people who are interviewing. 😈 "We have a great culture," the company says. In reality, their company is very similar to a cult, with all sorts of gossip, backstabbing, sabotage, and vicious politics going on. 😈 "We want you to be a leader," the company says. The truth is, they want you to conform. They don't want you to challenge anything or anyone. They expect you to "fall in line". This one has been a particular challenge for me, where companies have told me they wanted a leader, which I took to heart, and then it turns out they just wanted a follower. Why not just be honest in the interview with the person you're considering hiring? 😈 "We value work/life balance," the company says. The reality is that there are all sorts of hidden and unspoken rules that go along with working for this company, like frequently staying late, unreasonable workloads, mandatory company events, and more. There's a huge double standard here. The company doing the hiring makes it seem like the person who is interviewing is the one with everything to prove. The truth is that it's a two-way street. Yes, the interviewer needs to do a good job, but so does the company doing the interviewing. As an interviewer, take your power back. Ask open-ended questions. If you get a red flag or weird feeling about somewhere that you're interviewing, listen to that feeling. You may be on to something that this company is trying to hide from you. In my experience, I've had an incredibly positive experience being fully myself in the interview process, on many occasions. By taking off the mask and being myself in the interview, the company sees the real me. If the company doesn't like it, then I know they are not the right fit for me. Being yourself is the key. Being yourself will allow you to match with the right people and companies, while repelling the wrong people and companies. Sadly, this is all a big joke to some of these companies. But it's not a joke. People's lives get ruined. They aren't able to go back to their previous company and now they're stuck for a while. If you are the hiring manager and your company sucks, I'm not saying you need to tell someone, "Don't work here." Just please find a middle ground that allows the person interviewing to make a more informed decision. By doing this, you're doing both them and yourself a favor. I talk more about the solutions in my highly requested "authentic leadership" program.

The best manager that I worked with, had a different interview process than anyone else I ever interviewed with. He really took interest in getting to know me as a candidate. He wanted to know type of person I was outside of work as well. What my hobbies were, what is important to me, what I enjoyed doing in time off, and personal goals among other things. He also looked for reps with a certain personality that would fit into the team culture. It wasn't strictly business, but who we were as a person as well. His team was always top-performing with multiple President's Club winners and had a much higher average tenure than the other regions. I believe the way he interviewed (and also managed) attributed to the success of his team. I've also been a part of a team where it was the complete opposite. Low morale, high turnover, high-stress environments, etc. Totally different feel to the interview process as well. I think a lot of it starts with the interview and how well the hiring manager can truly uncover a great team fit. Beyond just a candidate's resume, how well they answer generic interview questions, and past accomplishments. Just an observation from the outside looking in along with feedback from candidates... There seems to be a lack of personal touch from the interviewer side, especially with larger companies. Cookie-cutter interview processes involving several steps and people, and a lot of "check the box" items. Only 1-2, 30-60 minute conversations with the candidate's direct report. The person who they will be working most closely with.

What is something new to you, you didn't think you would enjoy doing in your field? For me, it's the hiring process. Stepping into a leadership role, I was happily surprised by how much I enjoyed meeting a potential employee. There is this raw excitement about who you will meet. Do they match their resume? Did they exceed the resume? How will they answer your questions? What new perspectives did they bestow that you didn't consider? I find this fascinating. It's a consitant mystery to me how each interview will shape the next. For example, as an interviewer, what did I learn from this potential employee that will help me ask better questions? Do I need to modify, what or how I'm seeking information? Did I make this question too complex? Then there is the energy within the room. While I've been a silent bystander in others conducting interviews, I couldn’t help but notice how much the interviewees were influenced by the interviewer. If the room or mood was gloomy then it set the tone for an unremarkable interview. So then that begs to question, did we just sabotage a great potential hire? Not everyone interviews great and the last thing they need is another reason to be scared. Scaring an interviewee doesn't weed out the weak, it weeds out those seeking a safe environment that we just robbed them from. I start all my interviews with a smile and say, "Thanking so much for taking time to interview with me today. How are you?" As simple as that is, I did two things. I set a cheerful tone and I acknowledged our time is equally valuable. Considering how nervous a person is when they apply, wait for a call, walk into the interview, and possibly face a panel, we should be mindful of our own moods and expressions. No matter how serious the role (not that any given role isn't) we should still smile, leave our worries behind during those 30 to 60 minutes. We need pull our shoulders back, take a deep breath, and lean in. Taking this approach has brought me a lot of success. With over 20 hires and about 100 interviews under my belt (small number compared to many but a lot for me) I can say that each hire is still with me today. They have grown in their role, learned, and transcended to a better version of themselves. Of course, I dont take any credit in their growth because at the end of the day, as their manager, all I can do is prepare them to the best of my abilities and show them the door. It is up to the individual to walk through it and reach their next stage of growth. It's exciting to witness. You have a living, breathing, walking, statistic showing you the fruits of your guidance and how they interact with others that have already leveled up. Eventually they form a web and support each other so then together they can welcome a newcomer. Thats better than any Tableau I've ever delt with. Yet, I wouldn't have ever known this had I not decided to walk through my own door when my former manager opened it. Happy Tuesday!!