Introduction
In the hospitality industry, it is important to ace job interviews to secure a good placement. However, sometimes qualified candidates may be mistaken for having personality disorders due to certain behaviors. In this article, we will provide you with tips to avoid making these mistakes and ensure a successful job interview.
Understanding Job Interview Derailing Behaviors
When it comes to management positions, many good people end up being bad managers. The root cause of this issue is often not incompetency, but rather the belief that their way is the only correct way. These individuals fail to recognize their shortcomings because they see results and feel emotionally satisfied. However, with help, education, and self-awareness, these behaviors can be changed.
Derailment Characteristics
To identify potential dysfunctional management candidates during a job interview, it is essential to be prepared and attentive. There are three main types of derailment behaviors to look out for:
- Moving Away Behaviors: These behaviors create distance from others through hyper-emotionality, diminished communication, toxic attitudes, and skepticism. They erode trust, confidence, and the desire to work with the individual.
- Moving Against Behaviors: These behaviors are manipulative. Individuals exhibiting Moving Against Behaviors tend to exaggerate stories, diminish the importance of others, and manipulate people for their own gain.
- Moving Toward Behaviors: This category includes individuals who are overly ingratiating, conforming, and reluctant to take chances or stand up for their team. They may also enable toxic behavior by allowing dominant individuals to bully team members.
Identifying Dysfunctional Candidates
During a job interview, there are a few strategies you can employ to identify potential dysfunctional candidates:
- Prepare questions to incite an argument: Have a set of questions that may appear benign but are designed to challenge the candidate’s story and elicit an argument. This will help you assess their reaction and behavior in pressure situations.
- Ask for facts and specific details: When listening to the candidate’s stories, ask for facts and specific details to see how they respond. If they exaggerate or provide excessive details, it may indicate dishonesty or a tendency to embellish.
- Observe their portrayal of people: Pay attention to how the candidate talks about people in their stories. Do they paint a mental picture of the person? If they dehumanize or generalize individuals, it could indicate discomfort with social interaction.
- Assess their storytelling abilities: A person who cannot narrate events in a coherent and engaging manner may lack depth and dismissive qualities. This may translate into difficulties in effectively communicating and leading a team.
- Avoid getting caught up in arguments: Manipulative individuals may try to turn the tables or exhibit a pattern of arguing or discord during the interview. Watch for any micro facial movements or signs indicating potential manipulative behavior.
- Evaluate their planning skills: Inquire about their planning processes, such as manuals or blueprints for training employees. Ask about success rates and how they handle employees who fail. Assess whether there is room for growth in their plans or if they have a rigid, black-and-white approach.
- Assess their level of responsibility: Individuals who do not plan and prefer to ‘wing it’ may lack the same level of responsibility as those who plan. While they may be able to perform inconsistently, it is important to consider their ability to deliver consistently in a management role.
Conclusion
By understanding the behaviors that can derail a management candidate and using effective strategies during a job interview, hospitality professionals can avoid hiring individuals who may cause team dysfunction and cost the company money. Remember to stay true to yourself, acknowledge areas needing improvement, and remain open to coaching. With self-awareness and a willingness to grow, you can increase your chances of securing a good job placement in the hospitality industry.
