We provide competency-based behavioral interviewing training for interview teams including hiring managers, recruiters, and interviewers.
INTERVIEW EDGE • APRIL 2004
Donald Trump and the Ultimate Job Interview
Donald Trump’s reality show, The Apprentice, has been a surprise hit. The basic premise is simple: two opposing teams compete on a series of entrepreneurial tasks that range from hawking lemonade and bottled water to renovating and renting apartments.
Trump refers to his show as the “ultimate interview.” That’s because the winner is rewarded with a lucrative job with The Donald himself. Meanwhile, in his ersatz corporate boardroom, Trump eliminates one losing team member each week with the now-iconic words, “You’re fired!”
Trump claims to have seven rules of business success, which are played out in one way or another each week on the show. Candidates who don’t “follow the rules” generally do badly, which isn’t surprising, because the rules make good common sense. But what we’ve noticed is that our interviewing method is just as successful at revealing problems with prospective job candidates as Trump’s show is.
First, let’s look at his rules.
Rule number 1: To begin with, Trump says you have to be “born with enough brainpower.” Presumably he means intellectual capacity—something hard to measure in an interview. Short of using standardized IQ tests, you can at least get a sense of how a candidate thinks by using specific case studies or problem situation questions. The answers can reveal whether a candidate is analytical, decisive, and innovative or has good judgment.
Rule number 2: “Love what you do.” When one of the show’s contestants announces that he would “sell widgets by the side of the road with [Trump]”, you just know he means it. But it’s harder to judge sincerity in an interview. To assess the amount of passion and motivation a candidate has, avoid all the obvious questions such as “Why do you want this job?” Instead, consider asking, “If you joined us, what would it take to pull you out of here a year from now?” If the answer is more money or a bigger title, you know that love of the job isn’t a priority.
Rule number 3: “Never give up.” It’s easy to see persistence—or the lack thereof—on Apprentice. One contestant, for instance, takes a nap at a critical juncture. Because no candidate is likely to be so obliging during an interview, look for ways a candidate has demonstrated persistence and commitment over a long period of time. And learn how their personal convictions help sustain that commitment.
Rule number 4: Self-confidence is number four on Trump’s list. One thing you can say for the contestants on Trump’s show: they’ve got moxie. You can assess self-confidence during an interview by eliciting examples of past behavior in challenging situations. This is more reliable than a candidate’s bold demeanor, which may last only as long as the interview does.
Rule number 5: In true Roman gladiator fashion, Trump advocates pitting people against each other and then watching what happens. You can’t do this in an interview, but you can draw out examples of past behavior that reveal interactions with others. These should reveal qualities such as ambition, competitiveness, empathy and collaboration. But be cautious about any seen in the extreme—they could become limitations
Rule number 6: “Stay cool under fire.” Few things are more important in today’s lean organizations and pressure-cooker work situations. But don’t use “stress interviews” to measure this quality—they don’t work simply because you can’t replicate real-world stress in an interview. Instead, ask candidates to describe how they handled the most intensely stressful situation they’ve ever encountered.
Rule number 7: “You must work well with others and be loyal to your team.” For Trump, disloyalty is “the worst of all traits.” To weed out potential turncoats, avoid those who knock others, and look instead for past patterns of behavior that show a candidate is collaborative and a good team player.
The above questions request specific examples of past behavior. This is an important part of the process, yet it’s not enough for interviewers to simply string together a series of such questions. The problem with this method is that candidates tend to remember personal experiences and events in their lives rather than the specific competencies interviewers are interested in. That’s why candidates may come up blank when asked for examples of competencies. Or, because the question telegraphs the expected answer, they may simply fabricate a response.
We actually recommend a more engaging and revealing method of interviewing that parallels the Apprentice, but at much less cost.
The Film-Clip Interview
We all know the selection process would be a lot easier if interviewers could follow candidates around with a camera, catching their every business-related move on tape. Yet it’s possible to do something similar in a real-world interview, without invading anyone’s privacy. In fact, you can conduct an interview so that you actually compile a series of “film clips” spanning years of a candidate’s professional life.
To reveal the most about the candidate, select several broad topics or time periods that you want to cover in detail during the interview. Possible topics include a candidate’s educational background, a prior job, and current position. When multiple topics are covered throughout the interview, true patterns of behavior emerge, and the interviewer begins to get an accurate picture of the candidate over an extended period of time.
Good interview techniques reveal who candidates are and how they behave. When you have that kind of information, the “ultimate job interview” takes place where it should—in the selection process, not after a new hire fails to successfully complete a project. After all, no one wants to hear the words, “You’re fired.”
Top Reads
- Interview Training for Hiring Managers
- Interviewing Candidates Who Prepare With ChatGPT
- Behavioral Interviewing Training Reinvented
- Hiring Successful Leaders for a Hybrid World
- Are Bad Interviews Costing You Good Hires?
- Conducting Effective Performance Reviews Virtually
- Virtual Interviews: The New Benchmark
- Overcome Unconscious Bias in Job Interviews
- How to Interview Sales Candidates
- A Case for Attorney Interviewing Training
- Tech Hiring Fails Without Behavioral Assessment
- Building Relationships with Candidates
- Competency-based Behavioral Interviewing Training
- Questioning Panel Interviews
- Improving the Flawed Interview Process
- Fallacy of "Give Me an Example" Questions
- Real Cost of Hiring Mistakes
- Early Social Competencies Lead to Success
- Why Stress Interviews Don't Work
- Interviewer Training Addresses These Challenges
- Google Validates Behavioral Interviewing Training
- Increase Team Performance By 40%
- How to Interview the Technical Candidate
- Effectively Interviewing New College Graduates
- How Bad Interviews Impact Hiring Results
- Competency Interviewing Narrows Skill Gap
- Sell the Job with Three Paychecks
- Pitfalls of Competencies in Behavioral Interviews
- Three Questions to Keep Your Interviews Legal
- NCHRA:Does Behavior-based Interviewing Still Work?
- Why Bizarre Interview Questions Go Viral
- Training Magazine: Invented Lives
- SHRM: Unconscious Bias in the Hiring Process
- Expand Your Cultural Comfort Zone in the Interview
- Skeptical of the Candidate? Try Three Questions
- Getting Beyond the Resume to Predict Success
- How to Interview and Hire Engineers
- Overcoming First Impressions in an Interview
Ready To Discuss Interviewer Training?
More Resources
Interviewer's Quick Tips
Here are some quick tips from our interview training seminar to help you conduct a successful interview. We recommend that you complete the first three steps before the interview.
Can You Find the Interviewer's Ten Mistakes?
Most of us have experienced the interview from the candidate's perspective. But how often do we have an opportunity to evaluate the interviewer?
Client Login
When you login to HirePath® Interview Tools or Effective Interviewing!® Online Learning, you accept the Terms and Conditions Policy, and acknowledge that this user account is for your individual access only.
Request Password
Request Password
An email has been sent to you with instructions on how to reset your password.
Reset Password
Effective
Interviewing!®
Elearning
and Hirepath®
Interview Tools
Thank you for completing the form.
Click below to make your selection.
Interview Edge, Inc. Terms & Conditions Policy
Copyright
The entire content of this website, including but not limited to text, graphics, logos,
images, and multimedia, is the exclusive property of Interview Edge, Inc. and is protected
by U.S. and international Copyright laws. You may print portions of this content solely in
connection with your use of the services provided on this website as an information resource.
Unauthorized duplication or redistribution of this content may violate Copyright, trademark
and other laws.
Disclaimer
We provide the website on an "as is" and "as available" basis and without warranty or condition
of any kind, express or implied. Each user agrees that use of the website is at the user's sole
risk. We reserve all right to limit, restrict or terminate access to the website for no reason
or any reason whatsoever, including, without limitation, if we believe that user conduct violates
applicable law or is harmful to the interests of Interview Edge, Inc. or our clients.
Interview Edge, Inc. PRIVACY POLICY
Interview Edge, Inc. is committed to protecting the personal information of all visitors to this Website. This Privacy Policy covers how we collect, use, disclose, transfer, and store your personal information.
Use of personal Information
We only collect and use personal information as needed to provide Interview Edge, Inc.'s legitimate interests to conduct business in connection with our training products and services. Our Privacy Policy is intended to describe the information you provide, how we use and share that information, and your rights. Your use of our Website services constitutes your consent to the current version of the Privacy Policy.
Information you provide us
We receive personal information from Website users who submit information directly, such as when they request our training services or register for our online learning. This information typically includes name, company, phone and email address. We may also collect mailing address and phone number for contracts and billing.
How we use the information
We are committed to personal data minimization and limiting use to those processing activities for which consent was given. We use the personal information you provide as necessary to deliver our products or services, or as required for legal compliance or other lawful purposes. We use your personal information to register you for our online user accounts and to directly communicate with you via email or phone. We take reasonable steps to ensure that personal data is accurate, complete, current, and reliable for its intended use.
Information we share
We do not sell, trade, or otherwise transfer to outside parties your personal information. We may share information we collect from Website users with our service providers who help us perform services, such as administering our Website. We permit our service providers to use personal information as needed to deliver services or comply with applicable laws and regulations. We enter into contract with third-parties to keep information confidential prior to sharing personal data. In limited cases, we may share information with other parties if appropriate to respond to your specific request or inquiry. We may share personal information if we have a good faith belief that doing so is necessary to comply with applicable laws, respond to a legitimate request from law enforcement or other government body, to protect our interests or the health and safety of others, or to enforce our terms of use for this Website.
Security
We take reasonable and appropriate measures to protect personal information from loss, misuse and unauthorized access, disclosure, alteration and destruction, considering the risks involved and the nature of the personal information.
Your choices, access and rights
You may have the right to request access to, a copy of, rectification, restriction in the use of, or erasure of your information in accordance with all applicable laws. The erasure of your information shall be subject to applicable state and federal laws.
You may visit and browse our Website without providing any personal information, and you can choose not to provide us with the personal information we request. However, choosing not to provide us with certain information that we request may prevent you from accessing or using certain portions of our Website.
Upon request, Interview Edge, Inc. will provide individuals with reasonable access to their personal data, and in doing so allowing individuals the opportunity to correct, amend or delete personal data where it is inaccurate, or has been processed without your consent. A request may be denied under certain circumstances, such as where the burden or expense of providing access would be disproportionate to the risks to the privacy of the individual in the case in question, or where the rights of persons other than the individual would be violated.
Our contact information
If you have any questions or concerns about our privacy practices described above, you may reach us at:
Email: support@interviewedge.com
Phone: +1 415.459.4800