Overall, I want the members of my team to feel respected and appreciated by me and others throughout the organization. As my team is largely comprised of "back office" functions, it's important to me that they are not perceived as a hurdle or an albatross, but rather one that people feel they can go to for help and advice. I want my team to have that same attitude and approach with the rest of the organization.
6. What strengths and qualities do you look for in job candidates?
First and foremost, candidates must be self-motivated. My flexible management style encourages my team to do what they want to do that better helps us achieve our goals, I want people to be driven by that desire to go and do things themselves, but to know when they need to stop and ask a question.
As a partner at KPMG once said, "Don't come to me with a problem; come to me with two possible resolutions." The fact is that we're all busy and while I don't want people to spin their wheels hopelessly, I do want them to think critically and come to me with suggestions to the challenges they're facing.
When I'm interviewing people for other departments, which I do often, I want them to know that you have to be willing to roll your sleeves up and do what needs to be done. When you grow from a small company to a company that has 95 or so people, everyone must be willing to do what needs to be done, even if that means getting lunch. I will go out and get lunch too. No task is below any of us.
We all work better around happy people. I was telling someone the other day that I've got quite a cast of characters on my team. They're all different personalities, but they're all generally happy people. That's contagious, it makes it fun to work together, even though we all have different personalities. They're all working for a common goal and they all come together, so the personality stuff that can sometimes be difficult because we are all different goes by the wayside..
7. What are some of your favorite interview questions or techniques to elicit information to determine whether a candidate will be successful at your company? What sort of answers send up red flags for you and make you think a job candidate wouldn't be a good fit?
Rather than interview candidates with a set questionnaire, I will ask them why they are here, what brought them to us and what they know about Lancope. If they haven't done their homework on the company, then this will be a red flag. Then, I try to determine if they can walk me through their experiences on the resume.