One question I always ask job candidates...

The One Interview Question That Reveals More Than a Resume Ever Could

When it comes to hiring, some questions go beyond qualifications and experience—they tap into a candidate’s values. Gary Shapiro, CEO of the Consumer Technology Association (CTA), has one such question he always asks: “How soon can you start?”

At first glance, it seems like a logistical query. But for Shapiro, the answer can be a dealbreaker. As he shared in an interview with CNBC Make It, if a currently employed candidate says they can start in less than two weeks, they’re immediately disqualified. Why? Because it signals a lack of loyalty to their current employer—something Shapiro sees as a red flag for future behavior (CNBC Make It).

Why the Question Matters

Shapiro’s reasoning is simple: how someone leaves a job says a lot about their character. He values candidates who demonstrate commitment, even when exiting a role they no longer enjoy. In fact, he once hired a chief operating officer specifically because she said she needed up to six weeks to transition out of her current position properly. That level of integrity, he says, was exactly what he was looking for.

This approach isn’t just about etiquette—it’s about trust. Employees who leave on good terms are more likely to be welcomed back in the future, a trend that’s becoming more common with “boomerang” hires.

A Test of Values, Not Just Availability

Career coach Joyce Guan West agrees that the question can be revealing, especially when paired with others that explore a candidate’s motivations and values. She notes that senior-level professionals typically understand the importance of a proper offboarding process and are unlikely to give a rushed start date.

Used thoughtfully, this question becomes a litmus test for emotional intelligence, professionalism, and long-term thinking—traits that are often more valuable than technical skills alone.

What This Means for Job Seekers

If you're currently employed and interviewing elsewhere, how you answer this question could shape your chances. A thoughtful response that reflects your respect for your current employer—even if you're eager to move on—can set you apart.

Instead of saying, “I can start immediately,” consider something like:

“I’d like to give my current team a proper transition period, so I’d need about three to four weeks. I believe in leaving on good terms.”

This not only shows integrity but also signals that you’ll treat your future employer with the same respect.

Read more here: https://www.cnbc.com/2024/10/23/cta-ceo-gary-shapiro-make-or-break-job-interview-question-i-always-ask.html