5 Dead Giveaways That a Recruiter Isn’t Worth Your Time

Last week I wrote a piece called 5 Strong Reasons to Answer the Phone When a Recruiter Calls You in which I made a case for talking to recruiters when they call you, regardless of whether or not you are looking for a new role. In the week since it’s been out it’s safe to say that it has been one of my most polarizing posts to date! Now if some of you were expecting the push back I received after the post to be a surprise, well, then I have some bad news for you. As a recruiter, I certainly expected some people to have a strong reaction. Guess what, to all of you who bashed recruiters after you read that article, you weren’t all wrong. Some of the criticisms were very fair and as a representative of the industry, I accept them. However you were only partially right. While there are a lot of bad recruiters out there who unfortunately give us all a bad name, there are also some great recruiters out there as well. Like any professional you will find that the vast majority of people who do this for any length of time will fall somewhere in the middle. However you will also find some people who perform above average consistently. The opposite is true as well, there is certainly a group of recruiters that don’t so the profession justice. However this isn’t an apology post, far from it. As one of the recruiters in the industry who considers himself to be one of the good guys, let me tell you exactly what you need to know to avoid talking with those recruiters who will ultimately leave a bad taste in your mouth. Below are three dead giveaways you can use to determine if this is a recruiter worth engaging. For your convenience I placed them in the order they would happen.


They send you a terrible, generic message with a lame subject for a title


How many of you have received a message that was you were immediately able to tell was a template that was sent out to 100 other professionals just like you? How many of you have received an email with the subject likes saying “Great Opportunity” or “Job Opening”? Let me save you some time, if you receive an email that says job opening, you can probably delete it and not worry about you missing out on you dream job. Good recruiters don’t use subject lines like this and really good recruiters are going to write you a message indicating they have taken the time to look at your profile. If you want to maximize your time and talk to good recruiters, then this can serve as an easy way to determine if they are worth that time. Now, plenty of good recruiters will utilize templates however a generic subject line or messages that  simply sell a role instead of asking if you have time to talk should give you an idea if that conversation is worth having.


They mention a role that is obviously not a fit


Another dead giveaway is when you receive an email about a role that would have made sense for you 5-10 years ago but at this point in your career is totally not a fit. What most likely happened is you were one of many people who received that same message and the sender wasn’t particularly choosy on who they messaged. If you get a message like this then having that conversation likely won’t be worth your time. I am sure this one is no surprise to many of you reading, in fact it was one of the comments I received the most of after my last post so I felt I had to include it on the list.


They have a very basic, underwhelming LinkedIn Profile*


Another tell is the recruiters LinkedIn profile. While not everyone value’s LinkedIn equally, for the most part recruiters understand what a valuable tool it is. I personally have worked very hard to build it out over the years and amass a large LinkedIn network (if we aren’t already connected add me here My LinkedIn Profile). So if you get a message from a recruiter, go check them out on LinkedIn. Once you arrive at their page you will very easily be able to gather a lot of helpful information. How long have they been in their current role? How long have they been recruiting? How many connections do they have (once you reach 500 connections it says 500+, if they have less than 500 they might be an indicator that they aren’t very well networked)? How many recommendations do they have? Do they have several roles on their page? Are those descriptions robust and well written? Do they have endorsements? If so how many? These are all things you can look at that will let you know if the recruiter who contacted you has good experience, attention to detail and is well networked. If they aren’t these things, do you really want this to be the person setting up your phone interviews and prepping you for your onsite interviews? One last thing, I added the asterisks because some of the best recruiters I have ever met had very basic LinkedIn profiles. Now most of them had been recruiter for 30 years and had reached a point where it wasn’t necessary for them to have LinkedIn in order to be successful. They are the exception, but I felt it was necessary to add this in.


They aren’t flexible with when they can speak with you


The best recruiters know that the best candidates are busy. If you get back in touch with them and they will only talk to you between the hours of 8-12 and 1-4:30 odds are they are not good recruiters. I have fielded many a call during lunch or after work or very early in the morning. If you are a recruiter who wants to succeed it’s the price of poker. A lot of your candidates are working and they don’t want to try and find a conference room at 10am on a Tuesday. They don’t want coworkers and managers wondering why they were gone for 30 minutes. I personally start my day at 6:30am so I am able to talk several calls before the traditional work day and I am always available to talk during the lunch hour. If you talk with a recruiter and they say you are going to have to make the call happen during the typical work hours you probably aren’t talk to an A player. My advice is to move on, you don’t want to work with someone who won’t be flexible for you anyway. If you want more advice on managing the recruiter relationship I have a few chapters on it in My eBook.


The conversation is absolutely about them


When you talk to a recruiter for the first time, pay close attention to the first couple minutes of the conversation. Who is it about? Is it about you? Are they saying “I” and “me” a lot? The fact of the matter is if the relationship starts being totally about them and a role they have then that’s the way the relationship will remain. A truly good recruiter will always make the conversation about you. What are your goals? What do you see yourself doing? Are you open to discussing new opportunities? What aren’t you being offered in your current role that you would like to find in your next position? What factors about an opportunity are important to you? Does that sound a lot better than, I have a role? My client needs. I am looking for. You get where I am going with this. It’s your career. If you take a new role, that recruiter doesn’t have to hand in his or her two week notice. They won’t have to box up their belongings. They won’t have to memorize a new route to work and traffic patterns. They won’t have a new boss, a new set of places to eat and a new team to assimilate into. This is about you and if the recruiter doesn’t get that, move on and find someone who will make it about you.


Well there you have it! Those are my 5 Dead Giveaways That a Recruiter Isn’t Worth Your Time. There are of course more than this but these are five really good indicators early on that will let you know that you can do better. So if you have read this far I have a challenge for you. What is the worst subject line you have ever received on a message you have gotten from a recruiter. These are always fun and since so many of you probably get messages like this all the time, I would love to see some examples below of terrible attempts to grasp your attention. It doesn’t have to be the subject line, any part of the message that was terrible will work too. For those of you who are feeling positive today please feel free to share the best subject lines you have received from a recruiter. Alright everyone, thanks again for reading and have an awesome day!

5 Strong Reasons to Answer the Phone When a Recruiter Calls You

Before I start I do want to take a minute to point out the obvious here, yes, I do have a horse in this race. Obviously it behooves me to influence as many candidates as I can to pick up the phone when I call them about an opportunity. So yes, this post might come off as a little self-serving but I promise you it’s not because I follow this advice as well. So this post is aimed at all of us who have a job currently, aren’t looking for a new role but receive a call from a recruiter. Now some of you might skip into work each day and others of you might curse out your alarm clock and  dread coming into the office with every fiber of your being. However the vast majority of you fall somewhere in between. For those of you who dread Mondays because you have to go back to work, I imagine this is going to be a pretty easy sell. For the rest of you, this post is aimed directly at you with the intent to influence you to pick up the phone when myself or one of my contemporaries calls you. Some of you are thinking, thanks but no thanks Ben, I hate interviewing and I am happy with my job. WAIT!!! Do me a favor and read to the end of this post. If you make it to the end and you still have no desire to have a conversation with the people who do what I do then that is perfectly fine. However I have a feeling many of you will be more open to this call by the time we are through. In fact, if I have swayed any of you, feel free to comment below and let me know what made you change your mind. If I had no impact on your reasoning here and you feel so compelled to share why I welcome that feedback as well.

The fact of the matter is most of you will be contacted by a recruiter at some point in your career. When that happens you have two options. You can have the conversation or you can choose not to have the conversation. Now, there are several different ways you can decline. You can call back and say no thanks, you can send an email or you can simply delete the voicemail and move on with your life as if the initial call never took place (by the way, this seems like a good place to mention that this could be a call or an email). However, no matter how you choose to move forward you have only two real options here. Let’s get into the reasons why you should have that conversation.


Maybe the recruiter has a role that is a fit for a former colleague


Let’s start with the appeal to Karma. So you may be one of those people who rejoices when you alarm clock goes off and who cartwheels into the office every Monday at 6:55 am. If so, that is awesome. Consider yourself very fortunate because not everyone has this. In fact, I’ve talked to many people who are in constant search for a role that would add this type of utility to their life. So if this is you and I call you, what incentive do you have to invest the time in having this conversation with me. The answer is that I might have what turns out to be the perfect opportunity for a friend or former colleague. I don’t know about you but I like helping people. If you like making a positive impact in people’s lives there are few ways you can have more impact than helping them find a great move for their career. You spend so much time working and what you do bleeds over into so much of what you are that if you are able to help someone by putting them in touch with a company they end working for then you have found a way to make a huge lasting impact in someone’s life. That in of itself should be a great reason to consider having that conversation.


Recruiters are a great source of market intel


Recruiters are more than just people who cold call and conduct interviews. We also happen to be a great source of market info. Ever wonder if there is a lot of action going on for your industry or for people who do what you do? Ever wonder if the people getting hired today to do the same role as you are making more than you? Ever wonder how your benefits stack up compared to other companies? Well these questions and much more can be answered by taking a call with a recruiter. Now you don’t answer the call and immediately launch into probing for these answers, that would be rude and ineffective. Instead let the conversation happen organically, then when you decide the role isn’t exactly up your alley you can ask questions. Maybe start with asking, what other roles do you have similar to this one that you are working on? Follow that up by asking what the market looks like in terms of activity and ask what the recruiter has seen in terms of salary etc. I can tell you personally, I don’t mind answering a few questions on what I am seeing in the market, especially if the candidate and I have had a good conversation up to that point. In addition to spending all day talking to candidates and hiring managers, recruiters have other ways of acquiring market data. In many of my roles I have had access to market data that gives me an idea of salary for a role, the amount of available candidates as well as the volume of similar roles that are open and various other data points. I always believe it’s better to have more information than less information, this is a good way to get some free market intel.

You can make the recruiter aware of roles you would like to know about


The fact of the matter is most candidates I talk to about the role will not get the job. Sometimes you may interview six or seven candidates and have informal conversations with many others just to hire one of them. With that being said, I know that everyone I talk to wont take my roles however that doesn’t mean the conversation doesn’t have value. The same can be said for the candidate. Say you take the call and the recruiter tells you about the role. You listen but ultimately, it’s not the right role for you. Conversation over, right? Wrong, if you hang up after this likely conclusion then you are throwing away valuables opportunities. Once you have thanked the recruiter for presenting the opportunity to you and politely informed them that you aren’t interested, that’s when you can let them know what kind of roles would interest you. Good recruiters will love this. As a head hunter when a candidate would tell me that my role wasn’t a fit but I should reach out to them for XYZ I thought it was great. What that does for recruiters is it basically gives them an immediate potential fit for a role that they had already gotten a chance to get to know. So the next time they get a role like that they can call you immediately. The key is to be specific and let them know that you are more than willing to entertain any role that fits within that criteria. So now you have someone with access to many roles (some aren’t even posted giving you a competitive advantage) who knows exactly what you wanted to hear about and is motivated to call you when one of those opportunities arises. I can’t stress this enough, if you are serious about your career, do this. You can always say no and it’s better to know about these potential career moves than to not know about them. Can you imagine if you can establish this kind of mutually beneficial relationship with three or four really good recruiters? You may never have to apply to go on an interview again. If you are interested in how to do this check out this post I wrote on it a few months back,3 Essential Tactics to Automating Your Job Search. This post wasn’t as popular as many of my other posts but it is one of my favorite and most useful posts I have ever written.


You never know when you can find yourself out of a job


Everyone knows someone who has been affected by a layoff or a downsizing. In today’s corporate world they are an unfortunate reality for many people. If you have been there then you know exactly how it feels to without notice suddenly not have a job. It is not a good feeling. There are so many things to do. File for unemployment, upgrade your LinkedIn, upgrade your resume, call your husband and wife. How long can I survive on my savings? Are companies hiring with people with my skill set?  The questions go on and on. The fact of the matter is, in this situation, it sure would be nice to have a few established relationships with good recruiters with access to several roles that are a fit for your background. Even if none of the other reasons make sense to you, this one should. Things change so fast today and in virtually no time you can find yourself in a situation like this. In my opinion, you want to make sure that if this ever happens to you, you have invested the time to build relationships that can help you land on your feet.


They might be calling you with an amazing opportunity you can’t say no to


Three of the last four roles have been roles that I didn’t apply to. Someone like me reached out to me and pitched me an opportunity and I ultimately ended up saying yes. In all three of those instances I wasn’t actually looking for a new role. In fact, I was happy in those roles and each time it was a really tough decision. However each time it was the right decision for me. These opportunities found their way to me because I am always open to having that conversation. Just because you are happy doesn’t mean you can’t be happier. Just because you are appreciated doesn’t mean you can’t be more appreciated. Just because you are in a role that is great for your career doesn’t mean the person calling you doesn’t have an amazing opportunity that will end up being the perfect thing for you at this very moment. Take the call.


Well there you have it! Those are my 5 Strong Reasons to Answer the Phone When a Recruiter Calls You. So what do you think? Have I changed any of your minds? Feel free to answer below, I always love getting the feedback. If you liked the post I always appreciate my posts being shared on  social media. Thanks for reading and have a great day!

PS. Fellow recruiters, feel free to share this with your networks on LinkedIn, maybe they will be more inclined to pick up your next call!

5 Important Interview Questions You Must Be Prepared to Answer

Point blank, if you are not ready to answer these five interview question than you are not ready to interview. The five questions I discuss in this post are not groundbreaking nor are they surprise questions that will catch you off guard. In fact, most of these questions you have been asked before or you are probably at least aware of. If you haven’t cheated and looked ahead try this. Write down what you think the five interview questions are. If any of you are able to guess them all right I would love to hear about it. I don’t think any of you will but if you do, please feel free to share. If you are able to guess four of them correctly I will also be impressed. These are standard questions but you would be surprised how many times I am conducting an interview just to see that the person is unprepared to answer a few of them. These questions are so commonplace that it wouldn’t surprise me to be asked all five of these during any given interview. Although these questions may appear both simple and straightforward, if you find yourself unable to give a good answer to any of them, you will most likely have to continue your job search. With that being said lets jump right into it!


Why are you looking for a new role?


I have never conducted an interview without asking this question. The answer gives the interviewer so much information. It tells you what motivates the candidate, it can tell you how their standing in the company is, what they like or dislike in their current role and more importantly, a ton of information the candidate will offer up without you even asking them. You would be shocked at the things candidates will say when asked this question. I have been told things like “I just hate my boss” or “I am really bored in my current role”. People often tip their hand that it is a pay issue or perhaps their company doesn’t offer advancement opportunities. I mean this is the nicest way possible but this question can be a landmine. In this metaphor being unprepared to answer this interview question is like walking through a mine field without a metal detector. In the moment, who knows what you will say. Never walk into an interview or pick up the phone without knowing exactly how you will answer this question. My suggestion is make it about your growth and development. Make it about your admiration for the company. Take a look at the job description and make it about something you would like to be doing more that you will have the opportunity to do if you are selected for the role. There are many ways to answer this question both correctly and incorrectly, just make sure you are prepared. A few months back I had a series on how to answer it correctly with this 3 Excellent Ways to Answer the Interview Question “Why are you looking for a new role?” and how to answer it incorrectly with this 3 Terrible Ways to Answer the Interview Question “Why Are You Looking For a New Role?”.


What about this role is intriguing to you?



You cannot afford to not nail this question. This is the recruiter or the hiring manager asking you simply, hey, why do you want this job. If you aren’t prepared to answer this question then you did something drastically wrong during your interview preparation.  Now some of you are probably saying, Ben, that is the easiest question. Of course I know how to answer that question. Nobody is really messing this question up. Wrong, most of you would be shocked how often I get a terrible answer to this interview question. So often I ask this question just to have the candidate unenthusiastically tell me it’s similar to what I have done in the past. Really? Really, that’s it? And yes folks, often that is it. When I get an answer like that to me it feels like the candidate isn’t really interested in the role. This question should be easy to answer. This should be the layup of interview questions but so often candidates end up totally whiffing on this question. The thing that is most frustrating about this is that it is such an easy question to answer that can be correctly answered in so many ways. You could say you really respect the company. You can say you see the role as the next step in your progression. Some of my favorite answers are when people reference the job description and tell me specifically what it is in the job description that spoke to them. Have something prepared and then answer the question with some enthusiasm!


What are you making in terms of compensation?/What are you targeting in terms of compensation?


Every recruiter worth their salt is going to ask you about compensation during your interview. The really good ones will ask you at every stage of the interview process. Of all the questions in this post I guarantee this is the question people like the least. In fact I bet right now, as you are reading this, many of you are thinking in your head “I hate it when recruiters ask that question”. It’s no secret that candidates don’t all love discussing this question. Guess what, not all recruiters love this part of the conversation either. We know it has the potential to be awkward or even hostile. And trust me, none of us want that.  The fact of the matter is we have to ask it. If a recruiter doesn’t ask your this question during your interview they are doing a disservice to their hiring manager. Let me explain why. Imagine you are a hiring manager and a recruiter sends you the perfect candidate. Reading through the resume and phone screen notes it hits you, “this is it, I must hire this person!” You call the recruiter immediately to give them feedback and to arrange further interviews. You pull up outlook and you figure out a time everyone can do the interview. The candidate requests that day off work. Everyone conducts the meeting and everyone loves the candidate. They are perfect for the role. It is decided that you must put together an offer and extend it. You go through all that work to get this done and you call excited as can be to welcome this person to the team. You call them, extend what you consider to be a strong offer, in fact it’s the strongest offer you can muster during this difficult business climate. However you extend the offer just for the candidate to turn you down as they were expecting an offer 25% higher than you came in. There is nothing you can do, the candidate is gone. Now, don’t you wish your recruiter had let you know up front what their salary expectations were or perhaps not even sent them at all? I know I would. Well this is the kind of thing that happens when you don’t make sure you know this information right away. I won’t tell you how to answer that question here, that topic is a post or more in of itself. However I will say this, know what you will say before the question is asked and when you answer, do your absolute best to not be adversarial.


Why do you think you would be a good fit for this role?


If you can’t answer this question you might as well stand up, shake the hand of the interviewer and walk out to your car to drive home. It’s the most basic question that you need to be able to answer. However because it’s so simple people often don’t practice it and because they don’t practice it they often end up answering it in a way that doesn’t do their skills and experience justice. Free throws are the easiest shot in basketball but you would be hard pressed to find a pre-basketball player who doesn’t dedicated time to master these shots. You know this question is coming, be prepared to knock it out of the park (that’s enough sports metaphors for one article). My advice on this is be able to talk about how your experience and job duties in prior roles overlap the job description. It’s almost fail proof.


What are your long term career goals?


Depending on the interviewer you may or may not be asked this question. However if you are asked this question by the interviewer, you better be prepared to answer it. The thing that is tricky about this question is you might end up saying something that undermines your perceived interest in the current role. I recommend saying it like this, “While I am currently really happy doing ABC, I really want the next step in my career to be XYZ”. Saying it this way lets them know you won’t walk into the role as a flight risk but also lets them know where you want to go long term. You also want to make sure you don’t mention something that obviously won’t be a fit for the company. I have done interviews representing an OEM (original equipment manufacturer) and I have had candidates tell me that they are interested in getting into green energy. Now, while I think that is not only cool but extremely important, it does give me pause about their interest in the role we are talking about right now. I am not so naive to believe everyone I talk to is interviewing for their dream role or the last role they ever plan to occupy. However if someone says something like that I immediately wonder where else they are interviewing and I try to think about the probability for success if we were to both offer this candidate the role. Make sure you have a well thought out answer ready and be prepared to deliver it enthusiastically.


Well there you have it. Those are my 5 important interview questions you must be prepared to answer. However you decide to answer these questions make sure you are sure of your answers and you answer the questions with both conviction and passion. Ok, so how many of you guessed the questions. Feelm free to comment below with how many you got right. Thanks for reading and as always, have an awesome day!

The Hardest Interview Question I Have Ever Been Asked

This is actually a post I have wanted to write for a really long time. In addition to me personally interviewing people pretty much every day for the last six years or so, I have also been on a lot of interviews. As a recruiter, when someone reaches out to me regarding an opportunity I feel almost obligated to hear them out. I mean how could I not? I have personally called thousands of people out of the blue to tell them about a job they knew nothing about. Many of those people have said they aren’t looking and ended up taking a job. That exact scenario has happened to me twice as well. I’ve been contacted and out of professional courtesy I have listened and ultimately ended up making a move even though I had no desire to do so initially. Anyway, the point I am, getting at is that I am not averse to hearing people out when it comes to a potentially good opportunity. Over the last six or so years I have had many interviews. I also consider myself to be an excellent interviewer. Conducting them every day and hearing the bad answers I should avoid as well as being able to pick up some real gems along the way has really given me a competitive advantage in my opinion. However today I want to tell you about one set of interviews in particular that really gave me a run for my money. Also, if you read through this post I would love to get feedback to see what the toughest interview question you have ever been asked is. Many of my posts get shared on LinkedIn and commented on in the groups they are posted do. In the comments below share the toughest interview question you have ever received. If you happen to share a really hard question, I will send you a copy of my My eBook for free. Anyway let’s get to the questions. Below I will share the questions I was asked during this interview and then I will try and dissect what the hiring manager was trying to find out by asking the questions. The first two are difficult, but I saved the hardest question I have ever been asked until last!


What is your biggest professional regret?


When I was asked this question I was not prepared to answer it at all. If you have read my blog posts in the past then you know that preparation is something I consider to be absolutely paramount to interviewing success. However not only had I never asked this question but I never even heard it before. Typically when I interview every question I am asked is a question I have answered before or I know how I plan on answering it when it comes up. Like two of the three questions on this list, it required me to think on my feet. So let’s dissect the question so we can figure out the best approach to successfully answering the question. This to me is similar to the classic “what is your biggest weakness” question. However everyone knows that question and in all likelihood has a prepared answer that ultimately makes them look good in some way. So while that focuses on a skill or lack thereof, this focuses on something you did in your career that you would do differently knowing what you know now. There are three keys to answering this question. The first thing is you don’t want to voluntarily admit something that makes you look horrible. “Well one time I had a boss who was an idiot so I slashed his tires and I really regret doing that because I got fired.” That would be a terrible way to answer that question. The second is you need it to be something you do that you were able to learn from. If what you reference is something that just happened to you and you moved on with your life, you aren’t taking advantage of the opportunity to showcase growth. The last thing you must do it be positive. If you are able to admit something that isn’t terrible, something you were able to learn from and ultimately appear positive, as if it ended up being a good thing, then you have done a great job answering this. However the caveat here is that it must be significant. If you pick an extremely small example that it’s going to be hard to believe it’s your biggest mistake and likely won’t satisfy the person asking the question.


What task in your current job do you dislike the least?


I hate being asked this question but it’s hard for me to not also love the question. If you really think about it, this is a super hard question to answer. Why is it hard? Well the big reason is that every interview you ever have for the most part will have overlap with your current job. Unless you’re going through a major career change there is a pretty high likelihood that you are going to be doing some of the same things. So, if you point out something you dislike that is a major component of your next role, obviously that is not a good thing. Also, when you talk about something you dislike, it can be pretty easy to get negative quickly. The key here is to make sure it’s something you won’t be responsible for at your next role as well as make sure you are the least negative you can be about the task. For example, what do you think sounds better, “I hate using our current ATS. It is slow, it never works and in most cases I have just given up using it. Our company never replaces anything, they are so cheap. That’s another reason I am looking.” Or “One of the challenges of my current role is the functionality of our ATS. At times it is challenging. In order to make sure this isn’t an obstacle for me I typically print documents out ahead of time so I can be adequately prepared for my meetings.” Do you see what I mean? You can answer this question without being incredibly negative and you can also use it as an opportunity to showcase your problem solving abilities.


If we hire you, in six months, what will I dislike about you?


There it is. The hardest interview question I have ever been asked. I will start of by saying that this wasn’t the friendliest interview I have ever taken part of. This question was pretty emblematic of the overall tone of the interview. Think about it for a minute. This question is so difficult because it’s basically saying to you, in six months when you have learned all the systems and processes and are finally up to speed, what do you do that will make you a less than optimal work in my eyes. Wow. Sometimes I think that questions like this are asked not only for the answers but also so that hiring managers are able to assess how quickly you think on your feet. That’s a question that I was in no way prepared to answer and I would wager that most applicants don’t have a canned answer for that question. This one is difficult because you can’t say something like “well most people don’t like that I occasionally sing show tunes in my cubicle”. If someone is willing to ask the question they will be willing to push back to get an answer that works for them and satisfies their criteria. What’s difficult is that you really can’t put a positive spin on this question. It’s not what will annoy me but ultimately is something you will fix and will be considered a strength. They are literally asking you for a professional flaw that will grate on them. Some of you are probably thinking “well I would just say something very minor and move on”. Maybe, maybe they would hear that and move to the next question but maybe they wouldn’t, The hiring manager answering me brushed off my first answer and probed for something I did that would really annoy him. I don’t remember what my first answer was but I remember that it wasn’t good enough. Ultimately what I ended up saying is that I am loud. As a recruiter you are on the phone frequently and more than a handful times people have stopped by me to kindly let me know they need be to be less loud. I don’t know if that’s a great answer. If I had to do it again I think I would try and find something that isn’t a favorable characteristic but also something that wouldn’t impact the success I would have on the job. That being said, I am not sure what that is and I don’t really have a great answer for you. Maybe not what you were expecting but that’s why it’s the hardest question I have ever been asked during an interview.



Well hopefully my answers for the first two were helpful and at least knowing the third question exists, in its own way is helpful. If you can think of an answer to that question I would love to hear it below. Also, like I mentioned up top, if you have a more difficult question please feel free to share it. I will pick a few of the toughest and send them a copy of my My eBook. If you want to check out some good answers to questions check out 5 Excellent Questions You Should Ask in Your Interview, one of my more popular posts I have written this year. Thanks for reading and have an awesome day!