Indeed CEO Reveals the 2 Essential Questions He Always Asks in Job Interviews—More Crucial Than a Resume

Chris Hyams, the CEO of Indeed, adopts an innovative strategy. interviewing job candidates , he says.

Usually, when an interviewee approaches him, they have already undergone scrutiny of their abilities and background from other senior figures at the firm, notes Hyams, who has served as the CEO of Indeed. since 2019 That allows him to pose more offbeat, character-focused inquiries.

He remarks, 'Interestingly enough, as I continue doing this, I find myself seeking less specific knowledge or expertise.' He emphasizes that the crucial elements are curiosity and flexibility rather than your past experiences.'

Hyams explores these two soft skills by posing these questions in each interview he carries out, as he mentions:

1. What piques your intense curiosity?" Alternatively, "What holds deep significance for you?
2. Share with me a tale from your past where you felt absolutely certain about an idea only to later discover that you were entirely mistaken.

The responses you provide don’t strictly have to be job-related. As Hyams mentions, “What I’m really keen on is something that isn’t tied to your professional life.” For instance, spending 45 minutes discussing how to bake sourdough bread and sharing details about the 57 various recipes you’ve attempted could suffice. Discussing the experiments conducted with temperatures and moisture levels might also fit this criterion. According to Hyams, when individuals exhibit such profound interest in subjects like these… then it’s simply a matter of finding out what else they’re passionate about?

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Likewise, Hyams looks for staff members capable of adapting when their strategy or concept doesn’t work out, and then acknowledging their mistakes afterwards. Various other business executives, including the billionaire serial entrepreneur Mark Cuban To Rent the Runaway CEO Jennifer Hyman Additionally, highlight flexibility as a sought-after professional attribute — particularly with the growing integration of artificial intelligence into work environments.

"As someone who has never made a mistake, or as one who refuses to acknowledge their mistakes, would likely prove difficult to collaborate with since everybody errs at times," according to Hyams.

The CEO of Indeed adopts a more innovative approach to interviews: He usually refrains from reviewing applicants' resumes prior to their discussion. His aim is to form an opinion about individuals without being influenced by their CVs. according to what they demonstrate to him without allowing what was written on the paper to affect him.

I strive to minimize as many preexisting assumptions as possible beforehand and focus on evaluating an individual objectively…. While I aim to believe that I remain logical and receptive, everyone harbors biases, including myself," Hyams states. "There are particular institutions, academic fields, and corporations I lean towards orAgainst due to ingrained tendencies. Despite my efforts, these deeply rooted inclinations persist.

When interviewing candidates for the same position, being aware that one applicant holds an equivalent job title could inadvertently lead to bias towards that individual, he notes. Such prejudices can hinder advancement opportunities for specific demographics such as women, racial minorities, and individuals with disabilities from progressing up the career hierarchy, Hyams explains.

He states that one of Indeed’s fundamental beliefs is the concept that talent is widespread, yet opportunities are unevenly distributed.

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