Many job seekers dread the interview process, especially those infamous “curveball” questions thrown by CEOs and hiring managers. Jefferson K Rogers, the CEO and founder of American window installation company JKR Windows, has gained attention for his unique interview tactic – a trick question designed to identify ideal candidates.
The “Impossible” Question: A Test of Honesty and Coachability
On his TikTok channel, Rogers shared his unconventional interview method. He uses a question he knows the interviewee won’t be able to answer on the spot. While the specific question remains a secret, Rogers emphasizes it’s not about finding a “right” answer. Here’s the twist: The CEO isn’t looking for knowledge, but rather the candidate’s response to the unknown.
What He Seeks:
- Honesty: Does the candidate readily admit they don’t know the answer?
- Openness: Are they receptive to learning new things?
- Coachability: Will they be receptive to guidance and training?
According to Rogers, a candidate’s attempt to fabricate an answer exposes a potentially problematic personality – someone unwilling to admit limitations or resistant to learning.
Mixed Reactions on Social Media
While Rogers touts this method as an effective way to gauge fit, viewers on TikTok expressed a range of opinions.
- Supporters: Some find the tactic beneficial, highlighting how it reveals a candidate’s openness to learning and coachability.
- Critics: Others see it as a flawed approach, arguing that it might discourage capable candidates who try to problem-solve or demonstrate determination by attempting an answer. Additionally, some find the method manipulative, suggesting it prioritizes a specific response over a genuine understanding of the role.
Alternative Approaches to Assessing Fit
While the “impossible question” sparks conversation, there are other ways to evaluate a candidate’s suitability for a position:
- Behavioral Interviewing: Focusing on past experiences and how the candidate handled specific situations can reveal valuable insights into their problem-solving skills and approach to challenges.
- Skills-Based Assessments: Testing relevant skills like communication, analytical thinking, or technical expertise can directly assess a candidate’s qualifications for the job.
- Company Culture Fit: Interview questions and interactions can help determine if the candidate’s values and work style align with the company’s culture.
Ultimately, the effectiveness of any interview strategy depends on the specific role and company. While Rogers’ trick question may serve his company’s needs, it’s important to consider alternative methods to ensure a well-rounded interview process that attracts and identifies the best talent.