A reader writes:
Our department was asked by our director to have an informal-type “interview” with two of the finalists in line to fill our manager position (the current manager is retiring). We are a small department of eight people, and we are tasked with “being unemotional” and to have “facts” as to why we prefer one over the other. Yet, we were told to not assume that this will make a difference in who is hired.
What do you think of this? We are thinking that this is a effort to make us feel good – that we have some say – yet we all know that that in fact is not the case.
And since we have to go through this exercise, could you give us some ideas of interview questions that can be judged unemotionally and allow us to give some useful feedback to the director?
You can read my answer to this question over at Inc. today, where I’m revisiting letters that have been buried in the archives here from years ago (and often updating/expanding my answers to them).