Are Your Interviews Like the Canned Meat SPAM?

Is your list of interview questions is so old, it likely smells?

I was recently on a vacation with Mom-Betty in Hawaii. We had a lovely condo with a big kitchen, so we planned to cook most of our meals. Off to COSTCO we went. It looked just like every other COSTCO you’ve ever been to except one thing .

The GIANT stack of SPAM cans.

I stopped dead in my tracks to take this photo.

Mom-Betty knew exactly what I was up to. She chuckled and said, “What on earth are you going to write about SPAM?”

I grinned. Yup. There’s got to be an article to write about a giant stack of SPAM and some weird tie-in to staffing & recruitment.

While on the patio that evening, I googled,

Why do Hawaiians love SPAM?

First, I learned SPAM is a shortened version of what apparently it is…

“Spiced Ham”.

Who knew?

Secondly, during World War II, the makers of SPAM, the Hormel Corporation sent 15 million cans of the spiced meat for the soldiers. It was a hit as it didn’t require refrigeration and had a very long shelf life. It became a staple in the diets of the locals from that point onward.

(Source: https://en.wikipedia.org/wiki/Spam_(food)

Apparently, SPAM is even on the menu at most fast food restaurant chains throughout the Hawaiian islands. Can you imagine ordering up a deep- fried slice of SPAM with a side of fries? Ewwwwwwwww.

The reason Hawaiians still eat SPAM is simply because it’s been part of their culture for 50+ years. It’s a staple in their diet.

You’re probably wondering how the heck I’m going to make a link between SPAM and interviewing! GRIN. (Me too!!)

Here it is…

Are you conducting SPAM-styled interviews?

Here’s 3 clues your interviews are SPAMMY:

1. Your list of interview questions is so old it likely smells. HA.

2. Like SPAM, your questions might be a mish-mash of unknown sources .

3. You keep using the same canned, dull questions and yet- you’re really not sure why. HA. (Same as the Hawaiians who keep eating SPAM — they’ve got to wonder why they still eat it?).

Here’s a new acronym for SPAM and interviews.

Sheila Promotes Amazing Moments

I just heard you snort.

When I was writing “Hired!”, I distinctly recall the Saturday afternoon I was writing the chapter on interviewing. I stared at my screen and thought, why do candidates have such a hard time interviewing — when it’s so damn easy.

Then came a lightening bolt. A GIANT ah-ha moment. When a hiring manager asks a candidate to highlight each role on their resume, they’re really looking for the answer to 5 questions. BUT, here’s the CRAZY thing.

They. Don’t. Ask. Them.

Whaaaaaaaaat?

Yes. It’s true. We just ask the candidate the big ole question, “Tell me about your role?” (We secretly hope you’ll tell us something really interesting!)

And, then — the candidate starts with what I call the “meandering out of body experience”. GRIN. Yes, they’re in the hot-seat and desperately trying to make sense out of their dreaded resume that’s filled with 2 or 3 pages of bullets, describing their functional job responsibilities. Sure. I want to know what their job is or was. But, more importantly, I want to know how well they’ve performed it.

I want to know results, achievements & successes.

A GREAT interview is all about uncovering a candidate’s amazing moments from their career. Of course, you have to dig to uncover their key successes and achievements.

I outlined this simple formula for job-seekers in my first book “Hired! How To Get The Zippy Gig. Insider Secrets From A Top Recruiter.” Unless your candidate has read my book or attended my keynotes, you’ll need to help them along in the interview.

Here are the 5 questions to ask your candidate for every role:

1. What level did you report to?

2. Succinctly, what is (or was) your job?

3. What is (or was) your scope?

4. How many people do (or did) the same job?

And, for every mind-numbing bullet (yes, that’s the official term I used in “Hired!) on their resume try to uncover how well they’ve performed by asking the final question:

5. Is there something we can measure? You’re trying to uncover their results.

Ask:

How big?

How much?

How many?

By asking these questions, you’re uncovering both a high-level understanding of what their job is/was. But more importantly, you’re discovering how well they performed in each of their roles.

And, that’s key.

If they’ve performed well in each of their previous roles, odds are — they will be a rock start in their next role. They aren’t all of a sudden going to think to themselves…well, I’ve been a star for the last 10 years. I’m good. I’m just going to do the minimum to “get by” in my next role. That’s not going to happen.

I love hearing about successes and how they were achieved. Now, that’s SPAM I can get behind!

Thank you for reading! If you enjoyed my SPAM story, check out a few others:

I write about resumes, job searching & interviewing & career inspiration all with a dose of humor. I’ve written two books, best-seller, “Hired! How To Get The Zippy Gig. Insider Secrets From A Top Recruiter.” & “Unexpected Mentors. Weird & Creative Ideas To Boost Your Career.”, available on Amazon. www.sheilamusgrove.com