Two questions and an answer that showed a great attitude
This post is based on an article I wrote for the 2025 Q4 Instutue of water magazine.
We often talk about recruiting for attitude, but that can be hard to assess. In this article I will tell you about three candidates who others may not have shortlisted but who demonstrated a great attitude in addition to their technical abilities, two by asking a question and one by giving an answer.
I am deaf. Will that affect my chances of getting the job.
I interviewed a deaf (their choice of descriptor) candidate, Oliver, for a scientist role. His opening was “Before we start, I am very deaf. Will this affect my chances of getting the job?”. Assured that if selected the necessary adaptions would be put in place, but possibly with some restrictions on the work he could do, he had first-class interview and was offered the role.
He more than justified his appointment, becoming a valuable member of the scientist team, made an internal move within Southern before gaining promotions to jobs at Thames Water and Bristol Water.
He is also a great DEI supporter, championing the need to make events inclusve by design, not just treating it as something to be added. He is aslo quick to praise his various water industry employers who have made a point of asking him what he wants and needs to do an opertional role effectively in an indusry that has plenty of thing that go “Buzz” but not so many the go “Flash”,
A great appointmeny on so many fronts.
I am 54 and have been unemployed for six years. Will that count against me?
I interviewed a very well qualified 54 year-old electrician, Steve, who had been unemployed for six years. Steve’s opening line was “I am54 and have been unemployed for six years. Will that count against me?”. Assured that this was not the case, Steve had a brilliant interview, so much so the electrician asking the technical questions, stopped halfway through and said, “That’s fine”. When asked why he replied, only half in jest, that he worried that Steve would start correcting the questions.
Steve became a brilliant team member, earning praise for the calm way he went about rectifying faults and never complaining. Alongside his xondierable technical proess he also quickly became a father figure to the team, cajoling and support and, on one occassion, reminding what i wil politely call “an upity youngster” how luck they were to have their job, and that they could always try six years on the dole as an alternative.
Brilliant.
I do not know the answer to that question
I shortlisted a RAF pay corporal, Jonathon, for a process technician role. He had a good interview, explaining clearly why he wanted the job and nailing most questions. What impressed me was his answer to a tricky disinfection question: “I do not know the answer to that question”. That sealed the deal for me.
Jonathon proved a great member of the team, bringing in new standard of directness and willingness to learn. He was an amazingly quick learners, often reminding me thif I’d said something different on a subject weeks before.
Frightening bright.
And the lessons are?
One, think what the candidate can do, not what they can’t, and two, think about how you can harness their great attitude to become the team member that you need.
Finally
I’m still in touch with Oliver, but if either of Steve or Jonathon are reading this, I’d love to hear from them. And if you have enjoyed reading this post, please leave a comment below.
Bob.
