halfshark

Track record helps. But anyone can make an argument based on evidence.

Argument based on evidence + person I like = persuasion.

Agreed with other comment. I've had people do this and I've said "that's your biggest risk in coming here. What's our risk?"

I'm not trying to ask a gotcha question. I'm trying to have an open conversation and start problem-solving together.

The self-improving employee is my favorite kind! I do like to be as useful as I can be, though. The highest leverage thing I can do as a manager is help to make the people who work for me more effective.

Some people do ask that question. I love when that happens. And I answer as I did in the section "what to do if you don't know what to do." I explain, for example, that I can't see a clear path for advancement for them, and ask them to brainstorm with me. Or I tell them that I'm not sure what we can teach them. And then I let them decide.

This isn't supposed to be a trap. It's supposed to be an honest conversation between two adults about how a working relationship is going to work. I have as much responsibility to the applicant as they have to me.

To be clear, I actually do call horseshit to their face. I have said to several candidates "no, but REALLY what would the risk be," and explain why I ask this question, exactly as I do in my post.

Some people just won't adjust their answers, no matter what.

And now I'm making a blog post about it, so if you're interviewing with me, you can just google me and know that I'm going to ask you this.

Thanks, guys! We're still early in the process, but I'm more than happy to do an update next year! Let me know if I can give you any more information.