Break The Shackle: Take Our Interview

Updated: Jul 19


Just like another brick in the wall, we have been practicing the traditional, thousands of years-old method of finding best people for our organizations: we take interview of the 'employees'. What if employee takes interview of 'employer'? Our this traditional method is always a top down one. Whatsoever the hierarchy of that designation, irrespective of the requirements of the organization and regardless the attainment of objectives, we publish a job post, collect resume or engage consultants, sort those resume out, call for interview, take interview and hire new employee. Does really this ancient method fulfill our requirements especially to hire top management? How we are going to find the best-fit employees when we are not courageous enough to say "Take our interview"?


Obviously, it requires courage, willingness and preparedness in the both sides. This method by itself a 'test' for both sides. You are not going to ask the Present Value formula or NPV calculation method to a potential CFO! On other side, s/he is going to ask you some real life tough questions. Imagine a scenario: you want to hire a dynamic, informative, techno-freak, social, team-worker & persuasive CFO for your organization. You published an advertisement in the job portal titled: "Take Our Interview & Become CFO". By doing so, you can create an inbuilt filtering process and followings things could potentially happen:

  1. Some candidates will preliminary be eliminated due to lack of courage (you are lucky not to have one on board!)

  2. You are convinced enough with the experience and educational background of the candidate so far and now its his or her turn to pose majority of questions; not you.

  3. The 'quality' of questions that the potential CFO is asking will give you overview of his or her capability and comprehensibility. Obviously, some major aspects like culture, values, leadership, strategy, compliance, process, learning & development and so forth should peep up in the discussion.

  4. The prominent and predominating question is: 'as an employer, am I prepared to face such an event'? If the answer is a big 'No', then chalk out a plan to the long drive of 'change management' and probably it should start from 'you' because it's very hard to find that the best person work for a good company.


TAPSD Publications

Writer: Mr. A. Bhuiyan, Experienced Change Management Professional

To reach to the writer email: info@tapsd.net


Pic credit: http://www.scholastic.com/browse/collection.jsp?id=843

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