This is one of those questions where the answers are only relevant and understandable to the candidate themselves and even the act of answering reveals only the work-life experience of the candidate.
For the above reasons, it naturally favors older or extremely confident candidates. If this is used as a primary positive filter for employment, then it is possible to discard a lot of talent, especially young talent.
In addition, the value ambiguity and personal depth of this question could confuse or incite negative emotions for many people, including even those with extensive work-life experience. Even if this question were used purely as a filler in order to attempt to relax the candidate, it would most likely achieve the opposite response.
Therefore, if I were a hiring manager, I would never use such a broad question since you could achieve the same with a series of technical questions, resume-focussed questions, specific value questions, or a cup of coffee/tea/hot chocolate/water...
For the above reasons, it naturally favors older or extremely confident candidates. If this is used as a primary positive filter for employment, then it is possible to discard a lot of talent, especially young talent.
In addition, the value ambiguity and personal depth of this question could confuse or incite negative emotions for many people, including even those with extensive work-life experience. Even if this question were used purely as a filler in order to attempt to relax the candidate, it would most likely achieve the opposite response.
Therefore, if I were a hiring manager, I would never use such a broad question since you could achieve the same with a series of technical questions, resume-focussed questions, specific value questions, or a cup of coffee/tea/hot chocolate/water...
To illustrate my point, my answer would be:
1. Growth.
2. Association.
3. Skill set.
4. Balance.
5. Compensation.