Maybe you’ve met a candidate like this: firm handshake, dazzling smile, and overly enthusiastic. And talk about a positive attitude. No task is too much, no goal is unattainable.
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When asked where he sees himself in five years, he humbly proclaims that he intends to be running the division, if not the company . . . even though he’s applying . . . for an entry-level position.
Is he a dynamo? Or is he delusional?
Dreaming Big
There’s nothing wrong with self-confidence. In fact, it helps people get ahead. In jobs like sales it is arguably necessary.
Still, there is a fine line between self-confidence and a boastfulness that isn’t grounded in reality.
You may be inclined to dismiss the candidate, and later share details of your interview with colleagues (“this guy thinks he can run the company within five years”). But more information is required before you make a decision.
What leads the candidate to believe he has what it takes to become king of the world? Is it more than a case of dreaming big? It’s your job to find out.
Further Exploration
Once you’ve regained your composure, you may want to address the issue head-on. “That’s an admirable goal. What makes you think you can run the division, if not the company, in five years time?”
Then listen. Does the candidate have an actual plan? Or does he simply plan to work hard?
An actual plan might involve learning everything he can on the job while pursuing a graduate degree in a field relevant to your company’s business and industry. This suggests the person could be a dynamo.
By contrast, if he says “you will always achieve your goals if you work hard,” well, he may be operating under false assumptions.
Past Is Prologue
You also need to look closely at his background. Even if he is applying for “only” an entry-level position, what has he done that has allowed him to get this far? What obstacles might he have overcome?
There are some amazing stories out there. Does the candidate have one? If so, this may have given him unbridled ambition. It also may have provided motivation, which could take him far.
Delve into the details of his work experience and his education. Ask questions that will allow the candidate to tell his story.
Of course, not everyone who wants to be king of the world has a compelling story. The candidate may be young and/or inexperienced, or the recipient of bad career advice; as such, he may believe this is what you’re supposed to say in a job interview. Then again, he could truly believe he is the greatest, without any evidence to support this belief.
Answers to your questions will reveal these and other important details. The candidate will let you know if he has what it takes to grow with your company – and perhaps, one day, even run it – or if you should pass.
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Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages. |