Friday, November 27, 2015

Science says parents of successful kids have these 11 things in common

Science says parents of successful kids have these 11 things in common

Richard Branson and mom EveClive Rose/Getty ImagesRichard Branson and his mother, Eve.
Any good parent wants their kids to stay out of trouble, do well in school, and go on to do awesome things as adults. 
And while there isn't a set recipe for raising successful children, psychology research has pointed to a handful of factors that predict success.
Unsurprisingly, much of it comes down to the parents.
Here's what parents of successful kids have in common:

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1. They make their kids do chores.

1. They make their kids do chores.
AngryJulieMonday/flickr
"If kids aren't doing the dishes, it means someone else is doing that for them," Julie Lythcott-Haims, former dean of freshmen at Stanford University and author of "How to Raise an Adult" said during a TED Talks Liveevent. 
"And so they're absolved of not only the work, but of learning that work has to be done and that each one of us must contribute for the betterment of the whole," she said. 
Lythcott-Haims believes kids raised on chores go on to become employees who collaborate well with their coworkers, are more empathetic because they know firsthand what struggling looks like, and are able to take on tasks independently. 
She bases this on the Harvard Grant Study, the longest longitudinal study ever conducted.
"By making them do chores — taking out the garbage, doing their own laundry — they realize I have to do the work of life in order to be part of life," she tells Tech Insider.

2. They teach their kids social skills.

2. They teach their kids social skills.
REUTERS/Elijah Nouvelage
Researchers from Pennsylvania State University and Duke University tracked more than 700 children from across the US between kindergarten and age 25 and found a significant correlation between their social skills as kindergartners and their success as adults two decades later.
The 20-year study showed that socially competent children who could cooperate with their peers without prompting, be helpful to others, understand their feelings, and resolve problems on their own, were far more likely to earn a college degree and have a full-time job by age 25 than those with limited social skills.
Those with limited social skills also had a higher chance of getting arrested, binge drinking, and applying for public housing.
"This study shows that helping children develop social and emotional skills is one of the most important things we can do to prepare them for a healthy future," said Kristin Schubert, program director at the Robert Wood Johnson Foundation, which funded the research, in a release.
"From an early age, these skills can determine whether a child goes to college or prison, and whether they end up employed or addicted."

3. They have high expectations.

Using data from a national survey of 6,600 children born in 2001, University of California at Los Angeles professor Neal Halfon and his colleagues discovered that the expectations parents hold for their kids have a huge effect on attainment
"Parents who saw college in their child's future seemed to manage their child toward that goal irrespective of their income and other assets," he said in a statement.
The finding came out in standardized tests: 57% of the kids who did the worst were expected to attend college by their parents, while 96% of the kids who did the best were expected to go to college.
In the case of kids, they live up to their parents' expectations.

4. They have healthy relationships with each other.

4. They have healthy relationships with each other.
Shutterstock
Children in high-conflict families, whether intact or divorced, tend to fare worse than children of parents that get along, according to a University of Illinois study review.
Robert Hughes Jr., professor and head of the Department of Human and Community Development at the University of Illinois and the study review author, also notes that some studies have found children in nonconflictual single-parent families fare better than children in conflictual two-parent families.
The conflict between parents prior to divorce also affects children negatively, while post-divorce conflict has a strong influence on children's adjustment, Hughes says.
One study found that, after divorce, when a father without custody has frequent contact with his kids and there is minimal conflict, children fare better. But when there is conflict, frequent visits from the father are related to poorer adjustment of children.
Yet another study found that 20-somethings who experienced divorce of their parents as children still report pain and distress over their parent's divorce ten years later. Young people who reported high conflict between their parents were far more likely to have feelings of loss and regret.

5. They've attained higher educational levels.

5. They've attained higher educational levels.
Merrimack College/Flickr
2014 study lead by University of Michigan psychologist Sandra Tang found that mothers who finished high school or college were more likely to raise kids that did the same. 
Pulling from a group of over 14,000 children who entered kindergarten from 1998 to 2007, the study found that children born to teen moms (18 years old or younger) were less likely to finish high school or go to college than their counterparts. 
Aspiration is at least partially responsible. Ina 2009 longitudinal study of 856 people in semirural New York, Bowling Green State University psychologist Eric Dubow found that "parents' educational level when the child was 8 years old significantly predicted educational and occupational success for the child 40 years later."

6. They teach their kids math early on.

6. They teach their kids math early on.
Flickr/tracy the astonishing
2007 meta-analysis of 35,000 preschoolers across the US, Canada, and England found that developing math skills early can turn into a huge advantage.
"The paramount importance of early math skills — of beginning school with a knowledge of numbers, number order, and other rudimentary math concepts — is one of the puzzles coming out of the study,"coauthor and Northwestern University researcher Greg Duncan said in a press release. "Mastery of early math skills predicts not only future math achievement, it also predicts future reading achievement."

7. They develop a relationship with their kids.

2014 study of 243 people born into poverty found that children who received "sensitive caregiving" in their first three years not only did better in academic tests in childhood, but had healthier relationships and greater academic attainment in their 30s. 
As reported on PsyBlog, parents who are sensitive caregivers "respond to their child's signals promptly and appropriately" and "provide a secure base" for children to explore the world.
"This suggests that investments in early parent-child relationships may result in long-term returns that accumulate across individuals' lives," coauthor and University of Minnesota psychologist Lee Raby said in an interview.

8. They're less stressed.

8. They're less stressed.
Flickr/Oleg Sidorenko
According to recent research cited by Brigid Schulte at The Washington Post, the number of hours that moms spend with kids between ages 3 and 11 does little to predict the child's behavior, well-being, or achievement. 
What's more, the "intensive mothering" or "helicopter parenting" approach can backfire. 
"Mothers' stress, especially when mothers are stressed because of the juggling with work and trying to find time with kids, that may actually be affecting their kids poorly," study coauthor and Bowling Green State University sociologist Kei Nomaguchi told The Post.
Emotional contagion — or the psychological phenomenon where people "catch" feelings from one another like they would a cold — helps explain why. Research shows that if your friend is happy, that brightness will infect you; if she's sad, that gloominess will transfer as well. So if a parent is exhausted or frustrated, that emotional state could transfer to the kids. 

9. They value effort over avoiding failure.

9. They value effort over avoiding failure.
China Stringer Network/Reuters
Where kids think success comes from also predicts their attainment. 
Over decades, Stanford University psychologist Carol Dweck has discovered that children (and adults) think about success in one of two ways. Over at the always-fantastic Brain Pickings, Maria Popova says they go a little something like this: 
A "fixed mindset" assumes that our character, intelligence, and creative ability are static givens that we can't change in any meaningful way, and success is the affirmation of that inherent intelligence, an assessment of how those givens measure up against an equally fixed standard; striving for success and avoiding failure at all costs become a way of maintaining the sense of being smart or skilled.
A "growth mindset," on the other hand, thrives on challenge and sees failure not as evidence of un-intelligence but as a heartening springboard for growth and for stretching our existing abilities. 
At the core is a distinction in the way you assume your will affects your ability, and it has a powerful effect on kids. If kids are told that they aced a test because of their innate intelligence, that creates a "fixed" mindset. If they succeeded because of effort, that teaches a "growth" mindset.

10. The moms work.

10. The moms work.
Getty Images/Daniel Berehulak
According to research out of Harvard Business School, there are significant benefits for children growing up with mothers who work outside the home.
The study found daughters of working mothers went to school longer, were more likely to have a job in a supervisory role, and earned more money — 23% more compared to their peers who were raised by stay-at-home mothers.
The sons of working mothers also tended to pitch in more on household chores and childcare, the study found — they spent seven-and-a-half more hours a week on childcare and 25 more minutes on housework.
"Role modeling is a way of signaling what's appropriate in terms of how you behave, what you do, the activities you engage in, and what you believe," the study's lead author, Harvard Business School professor Kathleen L. McGinn, told Business Insider.
"There are very few things, that we know of, that have such a clear effect on gender inequality as being raised by a working mother," she told Working Knowledge.

11. They have a higher socioeconomic status.

11. They have a higher socioeconomic status.
EagleBrookSchool
Tragically, one-fifth of American children grow up in poverty, a situation that severely limits their potential.
It's getting more extreme. According to Stanford University researcher Sean Reardon, the achievement gap between high- and low-income families "is roughly 30% to 40% larger among children born in 2001 than among those born 25 years earlier." 
As "Drive" author Dan Pink has noted, the higher the income for the parents, the higher the SAT scores for the kids. 
"Absent comprehensive and expensive interventions, socioeconomic status is what drives much of educational attainment and performance," he wrote

Putin just threatened to pull out of the fight to destroy ISIS if Turkey downs another Russian jet

Putin just threatened to pull out of the fight to destroy ISIS if Turkey downs another Russian jet

Russian President Vladimir Putin, center, Russian Defense Minister and Army General Sergei Shoigu, left, and Victory Parade Commander and Commander-in-Chief of the Russian Ground Forces, Colonel-General Oleg Salyukov, right, before the flower-laying ceremony at the Tomb of the Unknown Soldier on the day of a military parade to mark the 70th anniversary of Victory in the 1941-1945 Great Patriotic War, May 9, 2015 in Moscow, RussiaGettyVladimir Putin has warned he will withdraw from the US-led coalition if Turkey downs another Russian jet.
Russia will pull out of the US-led coalition fighting the Islamic State in Syria if there is a repeat of theshooting down of its fighter jet by Turkey, Vladimir Putin has warned.
Speaking after talks in the Kremlin with French President Francois Hollande, Putin expressed lingering anger at Turkey's actions, saying he viewed the downing of the jet as an act of betrayal by a country Moscow had thought was its friend.
And while Putin said Moscow was ready to keep cooperating with Western powers against the "mutual enemy" of ISIS, he said the downing of the jet by Turkey this week was "unacceptable."
"We are ready to cooperate with the coalition which is led by the United States. But of course incidents like the destruction of our aircraft and the deaths of our servicemen ... are absolutely unacceptable," Putin said at a news conference with Hollande.
"And we proceed from the position that there will be no repeat of this, otherwise we'll have no need of cooperation with anybody, any coalition, any country."
The Russian leader said, under the cooperation already established with the US-led coalition, Russia's military had passed on details of the flight plan of the jet that was shot down this week.
"Why did we pass this information to the Americans?" Putin said. "Either they were not controlling what their allies were doing, or they are leaking this information all over the place."
turkey erdoganREUTERS/Umit BektasTurkish President Recep Tayyip Erdogan.
Hollande was on the latest leg of a diplomatic mission to build a common front against the militant Islamist group that has claimed responsibility for the attacks in Paris two weeks agothat killed 130 people. He met US president Barack Obama on Tuesday and has also asked David Cameron to swing the British military behind the campaign.
With Russia suffering an ISIS-suspected attack on a passenger jet in the Sinai peninsula in October, killing all 224 people on board, Hollande and Putin agreed to greater military cooperation.
They would "exchange information about which territories are occupied by the healthy part of the opposition rather than terrorists, and will avoid targeting them with our airstrikes," Putin said.
Russia was ready to cooperate with other groups ready to fight ISIS, and he reaffirmed Moscow's long-standing view that Syrian President Bashar Assad was also an ally in the fight against terrorism.
"I believe that the fate of the president of Syria must stay in the hands of the Syrian people," Putin said, describing the Syrian army as a "natural ally" if ISIS was to be defeated on the ground.
Hollande, in contrast, said the Syrian head of state did "not have his place in Syria's future."
Both Russia and France have stepped up their aerial bombing campaigns in Syria since the attacks in Paris. Both leaders said strikes against vehicles transporting oil across territory controlled by Islamic State would increase and thereby deliver a blow to a key source of financing for the militant group.
But Putin used the media conference to continue the war of words over the downing of the jet by repeating accusations against Turkey of turning a blind eye to oil smuggling by Islamic State.
He said it was "theoretically possible" that Ankara was unaware of oil supplies entering its territory from ISIS-controlled areas of Syria but added that this was hard to imagine.
Russian Prime Minister Dmitry Medvedev alleged on Wednesday that Turkish officials were benefiting from ISIS oil sales, while Foreign Minister Sergei Lavrov said it was no secret that "terrorists" used Turkish territory.
Turkish President Recep Tayyip Erdogan, speaking in Ankara on Thursday, rejected the accusations. "Shame on you. It's clear where Turkey buys its oil and gas ... Those who claim we are buying oil from [ISIS] like this must prove their claims. Nobody can slander this country.
turkey 397272_1024BBCAn image from a BBC video showing the crash.
"If you are seeking the source of weaponry and financial power of [ISIS], the first place to look is the Assad regime and countries that act with it," he said.
Hollande said the downing of the Russian jet highlighted the need for countries to coordinate their military activities more closely to avoid a possible repetition of what he called a "regrettable incident." He again called for a "de-escalation" of the tensions between Moscow and Ankara.
Meanwhile France will on Friday mourn the victims of the Paris attacks, with Hollande leading a solemn ceremony in the capital.
Families of those killed will join some of the wounded at ceremonies at the Invalides, the gilded 17th-century complex in central Paris that houses a military hospital and museum and Napoleon's tomb.
This article originally appeared on guardian.co.uk
This article was written by Staff and Agencies from The Guardian and was legally licensed through the NewsCred publisher network.

This is what Elon Musk, Tony Hsieh and other successful business leaders ask job candidates - By Jacquelyn Smith Nov 27 2015

This is what Elon Musk, Tony Hsieh and other successful business leaders ask job candidates

This article is published in collaboration with Business Insider
Savvy CEOs and executives know that interview questions like, “What’s your biggest strength?” and, “What’s your biggest weakness?” aren’t as telling as they seem.
That’s why they steer clear of these cliché queries and instead ask more meaningful ones.
Many top execs have their one favorite go-to question that reveals everything they need to know about a job candidate.
Here are 24 of them.
This is an updated article originally written by Alison Griswold and Vivian Giang.
‘What didn’t you get a chance to include on your résumé?’
Richard Branson.
Billionaire Virgin Group founder Richard Branson explains in his book “The Virgin Way: Everything I Know About Leadership,” that he isn’t a fan of the traditional job interview,reports Business Insider’s Richard Feloni.
“Obviously a good CV is important, but if you were going to hire by what they say about themselves on paper, you wouldn’t need to waste time on an interview,” Branson writes. That’s why he likes to ask: What didn’t you get a chance to include on your résumé?
‘On a scale of one to 10, how weird are you?’
Tony Hsieh.
One of Zappos’ core values is to “create fun and a little weirdness,” Tony Hsieh, CEO of the company, told Business Insider in 2010.
To make sure he hires candidates with the right fit, Hsieh typically asks the question: “On a scale of one to 10, how weird are you?” He says the number isn’t too important, but it’s more about how people answer the question. Nonetheless, if “you’re a one, you probably are a little bit too straight-laced for the Zappos culture,” he said. “If you’re a 10, you might be too psychotic for us.”
‘How would you describe yourself in one word?’
Dara Richardson-Heron, CEO of YWCA
The best candidates are the ones who know exactly who they are. That’s why Dara Richardson-Heron, CEO of women’s organization YWCA, always asks her candidates this question.
Richardson-Heron has said she doesn’t judge people on the word they choose, but it does give her insight into how people package themselves. She tells Adam Bryant at The New York Times that she likes when people take time to ponder the question and answer thoughtfully.
‘Give me an example of a time when you solved an analytically difficult problem.’
Laszlo Bock.
Laszlo Bock, Google’s HR boss, says the company ditched its famous brainteaser interview questions in recent years for behavioral ones.
“The interesting thing about the behavioral interview is that when you ask somebody to speak to their own experience, and you drill into that, you get two kinds of information,” Bock told The New York Times. “One is you get to see how they actually interacted in a real-world situation, and the valuable ‘meta’ information you get about the candidate is a sense of what they consider to be difficult.”
‘How old were you when you had your first paying job?’
Hannah Paramore.
Hannah Paramore, president of Paramore, a Nashville-based interactive advertising agency,told the New York Times’ Adam Bryant that this is one of her favorite questions.
“I’m looking for how deeply instilled their work ethic and independence are versus entitlement,” she told Business Insider. “If they worked part time in high school and college because they needed to, especially in jobs that were just hard work, that shows a huge level of personal responsibility. I love people who have to patch success together from a number of different angles.”
‘… Where are you?’
Elon Musk.
According to “Elon Musk,” a new authorized biography of the SpaceX and Tesla founder written byBloomberg Businessweek reporter Ashlee Vance, Musk likes to ask job candidates the following riddle, Mashable reports:
You’re standing on the surface of the Earth. You walk one mile south, one mile west, and one mile north. You end up exactly where you started. Where are you?
The answer: you’re either at the North Pole, or somewhere close to the South Pole, Mashable reports.
Seth Fiegerman of Mashable writes: “Musk is said to have interviewed nearly all of the first 1,000 hires at SpaceX, and many of the engineers since. He was also an active and adept recruiter at his companies, including Tesla and PayPal, the latter of which had an all-star roster of employees who went on start and fund a number of influential tech companies.”
‘What’s your superpower … or spirit animal?’
Ryan Holmes.
Last year writer Jeff Haden asked a bunch of smart people from a variety of fields for their favorite interview question. HootSuite CEO Ryan Holmes said his is: “What’s your superpower … or spirit animal?”
“During her interview, I asked my current executive assistant what was her favorite animal. She told me it was a duck, because ducks are calm on the surface and hustling like crazy getting things done under the surface,” he told Haden. “I think this was an amazing response and a perfect description for the role of an EA. For the record, she’s been working with us for over a year now and is amazing at her job.”
‘What is your spiritual practice?’
Oprah Winfrey.
Business Insider’s Richard Feloni reports that when Oprah Winfrey was searching for a president of her television network, the Oprah Winfrey Network (OWN), “she whittled down applicants” with this question, which made some people very uncomfortable, she said at a presentation at the Stanford Graduate School of Business last year. “One woman even burst out crying,” Feloni reports.
Winfrey clarified that she wasn’t asking about religion — she was asking candidates about their inner relationship with themselves.
Winfrey said she was getting at, “What do you do for yourself? What do you do to keep yourself centered?”
Feloni writes: “She asks this because she considers her ‘secret to success’ the fact that she is grounded in her own self and looks for others who are as well. If we know who we are and what we want from life, Winfrey believes, then we can build meaningful relationships with others to make our visions reality.”
‘What is your favorite quote?’
Hasbro SVP of Global Philanthropy and Social Impact Karen Davis.
Karen Davis, a senior vice president at Hasbro, the toy and game giant, told Business Insider that because her work is focused on giving back — a big part of her job is deciding which organizations and projects Hasbro will help fund —  she looks for candidates with “a true sense of passion and purpose.” And the quote question, she told Business Insider’s Rachel Sugar, helps her figure out who applicants really are and what they truly care about.
While there’s no “right answer,” Davis said she wants candidates who have an answer. “I want to see that somebody has been looking for sources of inspiration.”
‘Can you tell me the story of your prior successes, challenges, and major responsibilities?’
Lonne Jaffe.
Lonne Jaffe, chief executive of software company Syncsort, said in a New York Times interview with Adam Bryant that he always wants to see how well a job candidate can tell a story.
He told Business Insider that as long as we’ve had language, storytelling has been a powerful communication tool. “In business, creating a compelling narrative is invaluable for motivating a team, explaining strategic priorities in a way that’s easy for others to understand, or communicating complex ideas to customers and prospects. Successful senior-level leaders are good storytellers, and it’s also a very useful skill early on in your career.”
Jaffe said he recognized the importance of storytelling early in his career while working at IBM. “Storytelling is especially important in the tech industry because technology can be very complex, and sometimes people find technical details to be somewhat boring.”
‘What would you do in the event of a zombie apocalypse?’
Ashley Morris.
This seems like a ridiculous question to ask, but it’s posed to every prospective employee at Capriotti’s Sandwich Shop, a national restaurant franchise. Ashley Morris, the company’s CEO, says it’s the best way to learn how candidates react under pressure.
“There really is no right answer, so it’s interesting to get someone’s opinion and understand how they think on their feet,” Morris explained. “The hope is that for us, we’re going to find out who this person is on the inside and what’s really important to him, what his morals really are, and if he’ll fit on the cultural level.”
‘Walk me through your résumé, particularly why you changed from one job to the next.’
Images
Alexa von Tobel.
LearnVest CEO Alexa von Tobel told Adam Bryant at The New York Times that the way a candidate responds to this question reveals their thought process, which “tells you a lot about someone.”
She said she also likes to ask about weaknesses, but if the candidate doesn’t give a real, honest answer, she’ll rephrase the question: “What are you genuinely bad at? What does your spouse or partner or the person you’re dating tell you you’re bad at? Because if they haven’t told you, then you shouldn’t be sitting here. I can’t work with you if you don’t know what you’re bad at.”
‘If we’re sitting here a year from now celebrating what a great 12 months it’s been for you in this role, what did we achieve together?’
Randy Garutti.
Randy Garutti, the CEO of Shake Shacktold writer Jeff Haden that he needs to know candidates have “done their homework, truly understand our company and the role … and really want it.”
Garutti continued: “The candidate should have enough strategic vision to not only talk about how good the year has been but to answer with an eye towards that bigger-picture understanding of the company — and why they want to be here.”
‘What motivates you to get out of bed in the morning?’
Brad Jefferson.
In a New York Times interview with Adam Bryant, Brad Jefferson, CEO of Animoto, a video slide show service, shared his three favorite interview questions.
He especially loves this one about what motivates people because it helps him understand a candidate’s passions and what makes them tick. “I really try to get in their head about what’s going to keep them going.”
Jefferson told Business Insider that it’s important to understand what motivates a person at their core because “there will always be ups and downs in any business, and you want to make sure the person will be equally motivated during difficult times, if not more so.”
He said if you “pursue something that you’re passionate about with people who motivate you, then work is really fun, even during the difficult times.”
‘What would the closest person in your life say if I asked them, ‘What is the one characteristic that they totally dig about you, and the one that drives them insane?”
Kat Cole.
Kat Cole, president of Cinnabon, told Adam Bryant in a New York Times interview that before asking questions, she likes to see how job candidates interact with people in the waiting area.
“I’ll ask people to offer the candidate a drink to see if there’s a general gratefulness there, and they’ll send me notes,” she said. “Then, when someone walks into my office, I’ll have a big wad of paper on my floor between the door and the table. I want to see if the person picks it up. I don’t make huge judgments around it, but it does give me a sense of how detail-oriented they are.”
After some conversation, she finally says: “Tell me about the closest person in your life who you’re comfortable talking about. What would they say if I asked them, ‘What is the one characteristic that they totally dig about you?'”
Then she’ll say: “What is the one characteristic that drives them insane, and that they would love for you to do just a little bit less?”
“People are pretty comfortable talking about that because I’ve pinpointed a person and a point of view,” she told the Times.
“A hammer and a nail cost $1.10, and the hammer costs one dollar more than the nail. How much does the nail cost?”
Jeff Zwelling, CEO and co-founder of Convertro
Jeff Zwelling, the former CEO Convertro and current COO of ZipRecruiter, told Business Insider that he often turns to tricky questions during job interviews to get a better sense of who the candidate is.
For example, in the middle of the conversation, he often throws in this curveball math question.
“Some candidates will instantly blurt out 10 cents, which is obviously wrong,” he said. “They don’t have to get the exact right answer, which is a nickel, but I want to see them at least have a thought process behind it.”
Zwelling said he understands that math isn’t everyone’s forte, but he wants them to realize that “10 cents is too easy of an answer, and that if it was that easy, I wouldn’t be asking it.”
‘If you worked in a restaurant, what role would you want?’
ThoughtSpot founder and CEO Ajeet Singh.
ThoughtSpot CEO Ajeet Singh told Business Insider that this question gives him a lot of information about job candidates — “and he may be the only tech exec in Silicon Valley who’s asking it,” writes Rachel Sugar.
Singh said it’s an incredibly useful question, and not nearly as odd as it sounds.
“This question gets at the essence of what drives a person and what they like to do, what inspires them, what motivates them” he explained.”I want to see if I can get some unconventional insight into what people are like when the job search constraints are removed.”
‘If I were to say to a bunch of people who know you, ‘Give me three adjectives that best describe you,’ what would I hear?’
Michelle Peluso.
Michelle Peluso, CEO of Gilt Groupe, told Adam Bryant of the New York Times that this question is far more telling than, “What are you good at?” which is a question she despises.
Here’s what she tells each candidate: “OK, I’ve interviewed an eclectic crowd about you: the guy who delivers your food, the last people you worked with, the person who can’t stand you the most, your best friend from high school, your mother’s neighbor, your kindergarten teacher, your high school math teacher who loved you, and your last boss.” Then she asks: “If I were to say to them, ‘Give me three adjectives that best describe you,’ what would I hear?”
Peluso said if the candidate gives her three glowing adjectives, she’ll remind them that the hypothetical group includes a few people who aren’t particularly fond of them.
‘Tell me something that’s true, that almost nobody agrees with you on.’
Peter Thiel.
PayPal cofounder, managing partner of the Founders Fund, and president of Clarium Capital Peter Thiel always looks to hire people who aren’t afraid to speak their minds, reports Business Insider’s Aaron Taube.
To do this, he always gives job candidates and the founders of companies seeking an investment this interview prompt: “Tell me something that’s true, that almost nobody agrees with you on.”‘
In a 2012 interview with Forbes, Thiel said the reason he loves this question is: “It sort of tests for originality of thinking, and to some extent, it tests for your courage in speaking up in a difficult interview context.”
‘What was the last costume you wore?’
Neil Blumenthal (left) and David Gilboa (right).
It doesn’t matter so much what they wore, but why they wore it. If the candidate’s reasoning matches Warby Parker’s core value of injecting “fun and quirkiness into work, life, and everything [they] do,” they might have a real shot at getting a job there.
“We find that people who are able to make the job environment fun build followership more easily,” the company’s cofounder and co-CEO David Gilboa told Iris Mansour at Quartz. “If we hire the most technically skilled person in the world whose work style doesn’t fit here, they won’t be successful.”
‘Can you tell me about a time you ran with a project from start to finish?’
Jess Levin.
Jess Levin, the founder and chief executive of Carats & Cake, an online wedding resource that features curated content and information about vendors, told Business Insider she asks this because she looks for people “who get what it means to do big things without a lot of hands.”
“There is no one-size-fits-all answer,” she added — but she always looks for an example that “communicates independent drive, proactive problem solving, and humility.”
‘Can you tell me about a time when you almost gave up, how you felt about that, and what you did instead of giving up?’
Wayne Jackson.
Wayne Jackson, chief executive of the software security firm Sonatype, told The New York Times’ Adam Bryant that in asking this question, he can learn about what people do outside of work — what drives them, what they think about, what’s important — to determine whether they have “the competitiveness and the drive to get through tough problems and tough times.”
Another reason he loves this question: It helps him figure out if the candidate’s values and mindset are in line with his. “I tend to drift toward things where the stakes are relatively high, the dynamics are really complex, and teamwork matters,” he told Bryant. And it’s important that his employees do the same.
‘What would someone who doesn’t like you say about you?’
Retired General Stanley McChrystal.
Retired General Stanley McChrystal, who currently oversees the management consulting firm he founded, the McChrystal Group, told “The 4-Hour Workweek” author Tim Ferriss on his podcast that this unusual interview question “puts a person in the position of having to try to articulate what they think the perception of them by others is.”
The question essentially forces candidates to consider their least attractive qualities “and also muster enough courage to share them with someone who holds power over their careers,”reports Business Insider’s Richard Feloni.
‘What have you invented?’
Lori Senecal.
Lori Senecal, CEO of the MDC Partner Network, told Adam Bryant of the New York Times that there are three things she looks for in every job candidate, and she asks a certain set of questions to find out if they possess those traits.
First, she says, she looks for the “inventor mind-set.” “I’ll say, ‘What have you invented?'”Senecal told Bryant. “That doesn’t mean you have to have created a robot that can get a beer from a fridge. It could be anything. It’s to see whether they have the mindset of creating something. That shows a desire to find fresh solutions.”
Next she wants to know whether they have the ability or desire to collaborate. To figure out if they’ve got it, she says: “Talk to me about one of your greatest achievements.”
And lastly, she wants to detect passion and commitment. For that, she says: “Tell me about a time when you really had to stick your neck out for the greater good of the mission.”
Publication does not imply endorsement of views by the World Economic Forum.
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Author: Jacquelyn Smith joined Business Insider as the careers editor in February 2014.
Image: Elon Musk, Chairman of SolarCity and CEO of Tesla Motors, speaks at SolarCity’s Inside Energy Summit. REUTERS/Rashid Umar Abbasi.

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