When interviewing candidates I always enquire about their professional mistakes. Their reply often is the decider between hiring/rejecting.
I want to have colleagues who admit fault, be truthful about actions which lead to the issue, and learn from it. The learning includes organisations perhaps putting additional measures in place to prevent future issues.
One candidate told of a story how he was On-Call early in his career and was told situations happened so rarely, just to continue living life as normal.
Unfortunately for him, his pager went off at 02:00am while he was high as a kite on drugs - but felt he had to take action (mostly due to arrogance!).
He promptly deleted production data and things only got worse when he tried to rectify the situation.
Of course he was fired for his actions but ever since he's been stone cold sober when on-call.... just in case.
He learned a valuable lesson about professional responsibilities.
It’s funny how so many managers on this board are like, yeah I focus disproportionately much on this one factor. Why? Because my intuition and experience says so.
I want to have colleagues who admit fault, be truthful about actions which lead to the issue, and learn from it. The learning includes organisations perhaps putting additional measures in place to prevent future issues.
One candidate told of a story how he was On-Call early in his career and was told situations happened so rarely, just to continue living life as normal.
Unfortunately for him, his pager went off at 02:00am while he was high as a kite on drugs - but felt he had to take action (mostly due to arrogance!).
He promptly deleted production data and things only got worse when he tried to rectify the situation.
Of course he was fired for his actions but ever since he's been stone cold sober when on-call.... just in case.
He learned a valuable lesson about professional responsibilities.