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“What did you get paid for at your previous job?”, Or How to identify a loafer at an interview

Irina Narchemashvili, financial director of ATManagement Group, shares her personal experience in the issue of employee selection, explains what questions it is important to ask potential employees and what conclusions should be made

We founded our company 12 years ago. At the start, each of the founders performed several functions at once. I took over the finance and hiring.I wanted to share a piece of experience from the past.

This is a question that helped me in 100/100 cases to determine who is sitting in front of me for an interview. Want to learn how to quickly determine a person’s effectiveness and protect your business from loafers? Then memorize, and better write.

“What did you get paid for at your previous job?” – This is the question I always asked at interviews. And then there are three possible answers, depending on which we will make the decision.

1. Paid for status

What did you get paid for at your previous job?
As for what, well, I was an accountant;
I am a certified marketer;
I am the head of a bank branch with 10 years experience.
What do these answers have in common? A person lists his posts, talks about experience, demonstrates status. Of course, this is important. But have you noticed how the focus from action and result is shifted to the individual? Would such an employee demand a salary just because he is so good? Practice shows what will happen, but we do not need such.

To make it easier, give another example. For a second, imagine a cleaning lady answering a question. She boasts that she has been washing floors since 1994, vacuuming in the elite institutions of the city and received an MBA diploma.

But is it really important to us when we are looking for a cleaner?

2. Paid for action

What did you get paid for at your previous job?
I prepared reports to the tax;
I set up ads;
I led 15 employees.
Here the situation is already better. People say that they are doing some work to get money. But what is the result of this? Is it possible that a lot has been done, but there is no result?

There is something to think about. But for now, remember: doing is a process, not a final product. And if we return to our example with a cleaning lady, then we can get this dialogue:

“Have you washed the floor?”
– Soaps!
– And why is it dirty?
– Well, I’m washing, pay me the money!

3. Paid for the product

What did you get paid for at your previous job?
I cut taxes and saved the company from fines;
I received hot requests and submitted to the sales department;
I increased my profit by 75%.
Here you go. Another thing. A person understands why he is paid money. Not because he is someone, not for experience and “doing” work, but for a specific result. This is our man.

“I was paid for what was clean!” Here is the correct answer from the point of view of the cleaning lady. And what answers will be true for other posts, I think you yourself understood.

Important note. Of course, this is not the only thing I asked at the interviews. But it is precisely this question and the reaction to it that help to quickly determine who is in front of us. Check and understand what I’m talking about.

From practice, I can say that most of the answers will fall into the category of “doing”. This does not mean that you must immediately abandon the candidate. Try to push it by asking, “What exactly was the result of your work” or “What was your product?” If even then a person cannot formulate a useful result of his work, say goodbye. Very important point.

And now I’ll try to “blow” your brain. What if I say that you can ask a question – “What do you get the money for?” not only to future, but also to current employees.

I guarantee that you will find many discoveries, if you have the courage, of course.

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