Knowing what a company expects to hear from job applicants is often a mystery, plus it’s generally difficult to find much in public literature about the culture of an organization. So, I was intrigued to learn what JetBlue looks for when it interviews job applicants.
David Barger, president and chief executive of the popular “low-price” airline, appears in the Corner Office column of today’s New York Times.
Responding to a question about what he looks for and the types of questions he asks, Barger stressed the need to work within JetBlue’s culture and he listed the five values they also seek to assess.
“To me, what’s most important, beyond the skill set, is the organizational fit — does the person truly understand what we’re trying to accomplish here, Barger said. “I want somebody who’s comfortable in a conference room, but at the same time will board an airplane and introduce himself or herself to the customers.
“We have specific questions for interviews about past experiences, which are the best predictors of future behavior, and they’re tied to our values — safety, caring, integrity, fun and passion,” Barger explained. “We truly ask people about past experiences with those five words in mind and try to lift out of the conversation whether they are the right fit for the organization.”