I’ve been looking for a new job.  During a recent job interview I was asked a question that shocked me.  Actually it wasn’t the question itself that shocked me (apologies for leading you astray with the title of this post).  What shocked me was that only one interviewer has asked me this question.  The question….

“What do you like to do in your free time?”

Of all the HR consultants, recruiters and hiring managers I’ve talked to or interviewed with, only one person has attempted to connect with me at a personal level.

Oddly enough, when I interview candidates for roles I use a variant of this question (Do you have any hobbies?) as a closer before opening it up to the candidate to ask their questions.  But I didn’t truly understand the power of this question until I experienced the absence of it myself as a job seeker.

This question shows that as a hiring manager, you’re actually interested in the candidate as a whole person.  You’re curious about what drives them and makes them tick.  It gives you an opportunity to see what they’re passionate about.  The answer can also give you a broader insight into the candidate’s personality.

It also demonstrates to the candidate that you see them as a person, and not just another 30 or 60 minute slot in your calendar.  This is what I’ve been missing from the companies I’ve interviewed with.

When did the recruitment process become so transactional?  Why do interviewers care more about asking their five mandatory behavioural questions, or poking holes in a specific sentence in your CV, than they do about better understanding the person they’re potentially recruiting into their team?

Perhaps the recruitment process has always been this way and I’ve been oblivious to it. I like my approach of getting to know candidates better.

Photo: A glimpse of the Story of the Forest exhibition at the National Museum of Singapore.