Successful companies And their employees, especially Silicon Valley companies, all have one thing in common... Team Not only does it fail quickly, but

«Fail forward.» «Fail forward» is one of those Silicon Valley buzzwords that can teach you a lot. Within a work team, no one

He points the finger at others when the project fails or when goals are not achieved. Instead, the reaction is to get up and move forward with «a little hesitation.» Hesitation

Here is a warning for not repeating the same mistakes, but moving forward is essential. 

This is the collective mindset necessary for the success of any company, especially those that constantly need innovation, because «rapid» failure is common at the beginning.

But how can a business owner or manager know people's reaction to failure before hiring them? The solution is very simple and it is their criticism during

Job interview.

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Why should a job candidate for your company be criticized? 

There's something like a «manual» when it comes to بJob interviewsThe questions themselves are «unconventional.» Despite being useful and helping to make a decision

Hiring or not, but it is not enough because it does not help to understand the most important quality you need in an employee, which is His handling of criticism His reaction

On Criticisms and its ability to learn from experience. So during Job interviewIt is not enough to ask a question and then listen to the answer. One must react to the answer.

Based on what he says. For example, if we assume that during Job interview I asked the job candidate a question about the company's products, and their answer was vague and generic.

on all products then you can simply Criticism His answer and informing him that his answer was vague and had no relation, near or far, to the specific point mentioned

You presented it. Or, if the candidate is asking numerous questions about the company, some of which are supposed to be fundamental, you can also inform them that the nature of the questions confirms

He doesn't fully understand the nature of your company's products. 

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Building based on employee feedback

Criticizing a job candidate during an interview The person will be surprised and you will get an « raw » reaction that accurately expresses it, not a built-up reaction.

On preparing ahead for questions likely to be asked during job interviews. 

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Usually, the reactions are:

Defense Some deal with Criticism And criticism During Job interview By relying on the principle of self-defense. This category does not accept criticism and most likely rejects

Listening to any evaluation or feedback from others. Here you are faced with a category that refuses to learn from mistakes and can only «grow» through praise.

And positive feedback. 

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Reshaping Criticism: There is a category that will resort to a completely different approach, which is trying to turn the negative into the positive. Although the approach from a theoretical standpoint

They may seem perfect, but they are not. They are reframing negative criticism into something else that suits them. This means that although they do not reject criticism directly, they are not

They are ready to admit their failure. This characteristic is a big problem for any work team, especially when it comes to taking risks, because not admitting failure means

Failure to learn from experience and thus not moving forward. 

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Accepting Criticism They are listening Criticism and take some time to understand and accept it, then they react in their own way by providing a «counter» reaction which is

is the information they obtained from Criticism which presented them with. This category possesses the emotional maturity that makes it an effective element in the work environment, especially in

Companies working on projects with a very high failure rate on the first attempt, such as technology companies. 

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Inquiry about the concept of constructive criticism 

Naturally, building on the above feedback, as well as other questions that arise during Job interview Sometimes it's enough, but you can go a step further.

especially if companies need constant, rapid, and renewed innovation, as the quality of work teams determines whether the company will be

Dozens of steps ahead of or behind the competition. In addition to what we've mentioned, another approach can be adopted to understand the concept of a candidate.

For the job For criticism Building through one question: «Can you tell me about a time you got Criticism Did your boss or supervisor ask you to do that?.

And most importantly, just stick to this question – meaning, don't ask them how they handled the situation or any other directed questions. This simple, open-ended question, not

The oriented will reveal a lot to you for two reasons. The first reason is that the question forces it to reveal the concept of «For criticism »The Cruel One," and that's something you need to know. 

The second reason is that the question revolves around a situation they experienced For criticism And not about a position they reacted toCriticism This will reveal to you whether

They used to accept Criticism No. A person who does not accept criticism will not have many experiences in this field. The style of answer and the words used are [word or phrase indicating the context of their communication, e.g., their communication style, their vocabulary].

Information for you.