CEO Adriane Schwager has guidelines for hiring star employees and says these two traits are “underrated.”
Hiring managers often ask questions during a job interview to gauge how you handle challenging circumstances. Adriane Schwager takes a direct approach to this — she likes to ask applicants if they've ever
"I actually want to see that someone has burned out," Schwager tells CNBC Make It."Some people will take it as a negative, I actually want to see that they've done that."By asking this question, Schwager says she wants to see that candidates are self-aware of how they recognize that they're burned out, communicate their needs to their manager, and address the feeling."In a fast-paced startup environment, burnout is kind of inevitable," she says.
Schwager will often change up the wording of her question in case the candidate's definition of burnout is different from her own. She might ask:"Tell me about a time where you lost motivation?""Sometimes people aren't even aware of their own burnout," she says."One of the valuable things to come out of this question is to see who is self-aware."
If someone hasn't burned out before, she'll ask about the time they pushed themselves the hardest at work."At that point, I'm trying to understand if they have the horsepower and drive to do this job well," she says.For example, Schwager recently noticed one of her reports was working long hours.
"As her manager, I want to be able to look out for her in that way: Hey, I'm noticing this pattern. You told me this was your pattern when you're approaching burnout. Is there something we should talk about here? Do you need help prioritizing?"to learn what hiring managers really look for, body language techniques, what to say and not to say, and the best way to talk about pay.
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