Eric Siu explains what makes candidates memorable in interviews. The best ones teach the interviewer something or bring a perspective they hadn't considered, though this matters less for entry-level trainable roles. For leadership positions, hiring managers want people who will push back with constructive challenges.
If the candidate can't teach you something better than the role that they're being interviewed for, like, then you shouldn't hire them. Yes, in almost all instances. Yeah. Now, there's some roles where you bring someone who has the character and then you train them up on the, like, sales or, like, you know, customer service or something like that, right? Where it's like, you know, you're gonna be training them. But most of the time when people are asking about hiring, it is for roles where, like, that person is taking over a function where the person hiring them doesn't know how to do it. And I think in those instances, I look for, did I learn something from that interview, right? Was I excited after that interview? Did I feel motivated? Did I feel excited to talk to them again? Like I learned something, I had a perspective shift. And especially if I'm hiring a leader, did they challenge something I said? And not challenge in a way of like, did they try to prove me wrong? But did they provide an alternative perspective that was contradictory to mine that I also think could be right?
