When a hard fought football game is over and the winning coach is interviewed, what do we want to hear?
Do we want to hear the coach go on and on about how great his team is, how smart the coaching staff is, and that we just might be watching a team of destiny?
Or would we prefer to hear something along these lines:
“Well, we came here well-prepared and we were confident we could win this game. But I’ve got to give it to the (other team), they fought hard and the game was up for grabs at the end. I’m proud that my guys hung in there and pulled it out.”
When a skilled and confident employee takes too much (or all) of the credit for accomplishing something that was a team effort, we know what happens. The other employees feel slighted. This might mean nothing, and everybody just moves on. But it also may have an effect on their willingness to work with this supremely confident individual who lacks humility.
Yes, we want very confident staff. In every way, confidence is a positive quality. But confidence without any humility can rub people the wrong way. The effect it has on other staff may not be visible. You just see an overall lessening of production in a particular area, without knowing the direct cause of the lowered production.
By all means, look for confidence in the interview. But also keep a close eye out for a bit of humility. If your applicant uses the word “I” without ever using the word “we” that could be a signal. Of course, it does depend on the type of questions you’re asking.
Here’s the key takeaway from this tip: if you’re keen on your applicant having a bit of humility to go along with all of that confidence, you’ll notice it in the interview.
I think it’s worth looking for.
As the law varies in each area, please check with an attorney to ensure you are applying these tips within the law.
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