The head of recruiting at a $3.2 billion health startup says the most impressive thing a job candidate can do is make the interviewer think. Here’s how.

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The head of recruiting at a $3.2 billion health startup says the most impressive thing a job candidate can do is make the interviewer think. Here’s how.
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Go beyond what's on your résumé

Ohen's preference for candidates who make him stop and reflect fits with research on successful interviewing —with MBA students finds that the interviewer is more likely to remember what was talked about with a candidate when the conversation goes off script and unfolds organically.

But he still recalls one of the most impressive questions he's been asked by a job candidate:"If you had another chance to interview for a role at Oscar, what questions would you ask, given what you know now?" What's more, the question"shifted the conversation" from a one-way interview"to more of a genuine, authentic dialogue," Ohen said. It wasn't just Ohen evaluating the candidate. The candidate was also sussing out whether the work environment at Oscar aligned with their personal values and needs.

For example, let's say Ohen mentions that successful employees demonstrate outstanding leadership skills. At that point, the candidate might realize that they haven't yet told Ohen about their leadership experience. Now they have an opening to talk about it.

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