The CEO's crucial interview question: Candidates fail the interview if they answer incorrectly.

Gary Shapiro consistently asks job candidates one question during interviews: When can you begin working?

The Consumer Technology Association CEO, Shapiro, states that a straightforward inquiry can immediately disqualify a person's response.

According to Shapiro, 68, if an interviewee claims they can start in less than two weeks and are currently employed, they won't get the job because they will treat the new employer the same way they treated their former employer. However, the pass-fail question does not apply to candidates who are currently jobless.

Shapiro, the CEO of the CTA for the past 33 years, emphasizes the importance of having an employee with a high level of commitment to their organization, even if they don't love their job, to avoid leaving their employer hanging.

The way people leave their jobs is crucial, Shapiro emphasizes. When it comes to his own employees, he considers whether they depart under good conditions, such as giving at least two weeks' notice, when deciding whether to rehire "boomerang" employees.

Shapiro inquired about the candidate's transition period during the interview for the CTA's chief operating officer position, and she stated that she would require up to six weeks to make a smooth transition from her previous job.

"He said, 'That's perfect. You got the job.'"

What the interview question is really asking

According to Joyce Guan West, a San Francisco-based executive and career coach, the question may seem extreme "at face value," but it shouldn't be used as a standalone query. Instead, it should be asked alongside other character-focused questions to effectively determine whether a candidate's values align with your own.

"West remarks that it is unlikely for high-quality candidates or senior-level candidates to say less than two weeks when asked about their offboarding time. He notes that executive-level candidates often require more than two weeks to transition out of their current roles. West considers the question to be a softball one that most intelligent individuals will answer correctly."

To assess a candidate's suitability for a role, West advises pairing Shapiro's question with others that explore their motivations for applying, their interest in the company, and their reasons for seeking a new opportunity. A strong candidate will have thoroughly researched the company and position and provide enthusiastic, convincing answers without disparaging their previous work experiences.

West emphasizes the importance of finding someone who prioritizes doing the right thing rather than just looking out for themselves.

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