Gallup phone interview

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If they ask you if you have ever smoked pot or beat off, do not say no, or you will be eliminated, because they won't believe you. The voice stress analyser will sound an alarm on their side.
 








Anonymous said:
Last week I took a Gallop phone interview for an internal move at large Fortune 500 Company. This was a position within our Department (different Group/Section) which I knew and could perorm well.
I took the Gallop and Targeted Selection Panel Interview (with internal Mgmt) on the same day. The TS interview was with 3 Mgmt personel - 2 of which I had worked with in the past and had a good relationship with. I was all but given the Job as I exited the TS interview.
4 days later I was told that I didn't get the job. The next week I had a hour long sitdown with HR to review my Gallop results - they were quite a surprise to me and I can see why I didn't get the job. Many of my profile results were jaw dropping in disbelief & I'm not sure where I went wrong. Several of the weaknesses that were identified in the profile I prided myself on as strengths in the past - and believe it or not, they contradicted 3 of my 5 theme strengths as identified by my StrengthFinders34 results from 5 years ago. When I mentioned this to the HR Rep, I could tell that she becoming upset as she went to great lengths to defend both StrengthsFinders34 and the Gallop process.
I am definately not a slacker and have always received above average marks within the Company. I will be the first to admit that I was pretty stressed out during the Gallop Interview, but in my opinion, this outcome I question.
I really wonder just how accurate the Gallop Interview process is and just how many qualified individuals are rejected by the process.
I don't mean to freak anyone out, I just don't believe that the results that I received accurately represent my persona, ability, or predictability and my biggest concern is that this interview is now part of my permanent employment record...
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So if I'm reading this right, you are admitting you are human??!!! The question should be

Can you do the job and why?


Reading this post depresses me. The Corporate World is so dehumanizing.

I'm surprised they don't ask "Would you leave your wife if the Company asked you to?"

You have to go to HR to explain your personality???
 








Face the fact's, some clown in upper management is related to the sales rep for Gallup. The program was pushed so that so and so could get a nice hefty commision. nothing more.
 
















The gallup test is based on a Nordstrom (sp) retail sales profile. It is 78% accurate, which means that even if you are great, you have 22% chance of not advancing in the interview steps. It also means that 22% that advance could be poor hires.
Question, if Gallup was a proven science, why does Stryker continue to struglle in all areas of innovation, sales, marketing etc ?
It is what it is. Good Luck to all.
 








I had a job interview with Gallup a few weeks back and I have never seen anything so dull and unfocused. The interviewer was reading a text and felt like at one point was falling asleep. I have no idea how they choose their people because the interview gives only 5% chance to present yourself as a qualified candidate. How do they link answers to qualifications and the job applied for would be interesting to know, but I think that they choose the person based on his so called “personality.” If you present yourself like a cut-throat corporate capitalist they will hire you because it’s a corporation and the online and the interview questions are aimed at finding out how greedy and materialistic a candidate is.
 








actually Gallup was not that professional based on my experience. They called about one hour earlier than the scheduled time and the interviewer obviously has no idea she got the time wrong.

When they called to arrange the interview, the person told me the interviewer will be a "he" from HK, but actually the call was from a girl in Beijing. They said it's going to last 70 minutes, but the girl can't wait to finish as soon as it reaches 45 minutes...agree that she's reading texts and was not that focused.

I scored high in "self-motivation" and "commitment", but very low in contribution in a team-set, which was a shock to me because I won many awards in recognition of my contribution at my work, both internally and externally.
 








Anonymous said:
The list of interview questions appearing several panels above is not a Gallup survey, it's a "behavioral/situational interview." To do well on a behavioral interview you need to have a credible explanation for every yes/no answer you provide.

If you phrase your responses in four parts

Situation (describe briefly)
Objective (what you were trying to accomplish)
Action (what you did to achieve the results you wanted)
Results (how did it turn out?)

Take you time with the answers. Ssk for a mintue or two to think about and sketch out your answers if needed.
Click to expand...

You forgot T for task (STAR) Sit, Task, Action, Result.
 








You all need to better understand the role that the Gallup interview has in the hiring process. It is not a pass/fail determiner, but rather another selection tool in the process. Those of you very negative about it need to understand that it simply means that you are not a fit for the role ... It is clear that you didn't get a role you were looking for and are blaming this particular time-tested, statistically backed interview. No, I am not from Gallup and I am not a kool-aid drinker either. However, I have been in management for over thirteen years, spanning several companies. Until I experienced the Gallup interview as a hiring tool, I never really understood what was missing from the interview process and why candidates who seemed perfect and interviewed well didn't succeed at the job. It is all about each person's particular talents and how that meshes with the role. If someone needs to feel part of a team, they will be miserable working on their own and vice versa. Many people think they want to be a manager because they think that is the natural career progression and that everyone can learn to be one. Not true! Many people are not cut out to be managers and don't like to direct others or be responsible for the results of others. Thus, putting them in a manager role will make them miserable and they won't succeed. But they likely will never know why unless they have insight from their Gallup profile because they have been conditioned to want to move to manager. Having Gallup as a resource makes a huge impact in the ability to find the right person for very different roles.
 
















Anonymous said:
Well said.
Click to expand...
Kind of... My company also uses Gallup (ortho company, using the same interview as Stryker and using the results in a similar fashion). I have also long believed and even told others who feel dejected by the process that it's not necessarily a bad indicator for them but that they should just be happy that they weren't selected for a role for which they probably wouldn't have been an ideal fit and wouldn't have been happy in anyway. i.e., No hard feelings - it's just business. That said, I disagree that Stryker (and even my company) don't use this as a pass/fail test. As a hiring manager I have clear insight into this interview and what the results look like - they are very subjective. You don't get a pass/fail grade, or even an overall letter grade or anything like that. Rather, the results rank your percentile (as judged - subjectively - by the evaluator who conducts the interview) as compared to all others who've taken the interview in a number of different categories - generally speaking, it's categories that would indicate your aggressiveness and motivation, creativeness and ability to build relationships, workstyle, etc. I have seen numerous situations where this ends up becoming a stand-alone pass/fail decision maker
rather than taking this in combination with all the other data on a candidate (past performance, interview assessments, etc.). Gallup can certainly help weed out less than ideal candidates, but it also equally weeds out very strong candidates if your HR group lets it (which seems very commonplace for those companies who've decided to use this tool).
 








Anonymous said:
I had a job interview with Gallup a few weeks back and I have never seen anything so dull and unfocused. The interviewer was reading a text and felt like at one point was falling asleep. I have no idea how they choose their people because the interview gives only 5% chance to present yourself as a qualified candidate. How do they link answers to qualifications and the job applied for would be interesting to know, but I think that they choose the person based on his so called “personality.” If you present yourself like a cut-throat corporate capitalist they will hire you because it’s a corporation and the online and the interview questions are aimed at finding out how greedy and materialistic a candidate is.
Click to expand...

sour grapes
 
































Just be positive and out going and act like a sales person with alot of "woo" and you'll do fine. It's just another point of triangulation for SYK when they interview. Unfortunately, they rely too much on it, but hey, that's Stryker!
 
















Anonymous said:
You all need to better understand the role that the Gallup interview has in the hiring process. It is not a pass/fail determiner, but rather another selection tool in the process. Those of you very negative about it need to understand that it simply means that you are not a fit for the role ... It is clear that you didn't get a role you were looking for and are blaming this particular time-tested, statistically backed interview. No, I am not from Gallup and I am not a kool-aid drinker either. However, I have been in management for over thirteen years, spanning several companies. Until I experienced the Gallup interview as a hiring tool, I never really understood what was missing from the interview process and why candidates who seemed perfect and interviewed well didn't succeed at the job. It is all about each person's particular talents and how that meshes with the role. If someone needs to feel part of a team, they will be miserable working on their own and vice versa. Many people think they want to be a manager because they think that is the natural career progression and that everyone can learn to be one. Not true! Many people are not cut out to be managers and don't like to direct others or be responsible for the results of others. Thus, putting them in a manager role will make them miserable and they won't succeed. But they likely will never know why unless they have insight from their Gallup profile because they have been conditioned to want to move to manager. Having Gallup as a resource makes a huge impact in the ability to find the right person for very different roles.
Click to expand...

Thanks gallup sales rep. Just be honest and tell everyone you sold a bunch of half-wit managers with no real world experience or leadership skill a goofy psycho-babble test that probably isn;t predictive but allows a "Manager" to check a box on an applicant.

If the people hired do well on the test and make money for the company is that because the test worked or because the company got lucky.

Bill Gates couldn't get hired by Microsoft. Think about it.
 








Anonymous said:
Thanks gallup sales rep. Just be honest and tell everyone you sold a bunch of half-wit managers with no real world experience or leadership skill a goofy psycho-babble test that probably isn;t predictive but allows a "Manager" to check a box on an applicant.

If the people hired do well on the test and make money for the company is that because the test worked or because the company got lucky.

Bill Gates couldn't get hired by Microsoft. Think about it.
Click to expand...

I went thru the interview process with Stryker and was blocked by the Gallup Interviewer several years ago, I have over 10 years successful sales management & leadership experience in medical devices and continue to exceed expectations on a yearly basis. Senior leadership from past companies call me with new opportunities all the time. As I interview Stryker reps in my current role, I often wonder how much talent they've left on the table with this outdated gallup garbage. There are many flaws in the process...one of them being the interviewers do not clarify their questions. For instance, "what do you think about reps who are Prima donnas?"....what a bullshit question to have in this type of setting when you can not clarify the situation. Obviously, you want team players, but if someone is a top performer who is exceeding their goal, but suffers a bit from the "it's all about me" syndrome, then it's up to the manager to turn-around that top performer into a team player. Before you fire them, some people can be molded and changed. It's up the leader to help pave the road for success. The interviewer lack of ability in clarifying or capturing those different scenarios is a MAJOR FLAW! Anyhow, I'm very happy I did not end up working for an organization that relies so heavily this criteria.
 








Anonymous said:
I went thru the interview process with Stryker and was blocked by the Gallup Interviewer several years ago, I have over 10 years successful sales management & leadership experience in medical devices and continue to exceed expectations on a yearly basis. Senior leadership from past companies call me with new opportunities all the time. As I interview Stryker reps in my current role, I often wonder how much talent they've left on the table with this outdated gallup garbage. There are many flaws in the process...one of them being the interviewers do not clarify their questions. For instance, "what do you think about reps who are Prima donnas?"....what a bullshit question to have in this type of setting when you can not clarify the situation. Obviously, you want team players, but if someone is a top performer who is exceeding their goal, but suffers a bit from the "it's all about me" syndrome, then it's up to the manager to turn-around that top performer into a team player. Before you fire them, some people can be molded and changed. It's up the leader to help pave the road for success. The interviewer lack of ability in clarifying or capturing those different scenarios is a MAJOR FLAW! Anyhow, I'm very happy I did not end up working for an organization that relies so heavily this criteria.
Click to expand...



its a battle betweem HR and sales leadership at Stryker. If you recognize talent, you (the sales leader) , should nix the HR 'moonies'.
Did you know that the gallup interviewers get paid by the number of interviews they conduct ?? (why do you feel so rushed)
As far as outdated, yes, the porfile is based on a retail Nordstom sales clerk profile !!
The hit rate for a gallup proflie is 78%. Or, in other words they loose 22% of good candidates.
 








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