I’ve read all sorts of clever examples of interview questions like the ones used by Google.

I’d ask them if only I understood them, knew the answer, and could remember them five minutes after reading the article.

Realistically, I’m left with nothing other than “Why did you pick that school?” and “What’s your favorite color?” (I think the color one is something I’m supposed to use on first dates, not interviews—whatever).

Anyway, as I mentioned recently, I’m attempting to read The Alliance: Managing Talent in the Networked Age, but mostly I’m watching the abbreviated slideshow version.

In the book, the author Reid Hoffman mentions an interview question recruiters ask at his company, LinkedIn.

They ask, “What job do you want after LinkedIn?”

What a great question!

Yes, it acknowledges that they’re going to leave. But, hey, isn’t that reality today?

Do you really want a marketing assistant whose greatest ambition is stuffing bios in the back of seminar handouts?

• Don’t you want people with a bigger vision of themselves?
• Wouldn’t you like to know what they want out of life so you can help?
• Wouldn’t knowing the answer help you find the work and the projects that they’re passionate about?
• Most importantly, wouldn’t asking that question demonstrate that you care? Wouldn’t it show them that you’re interested in them and not just yourself and your business?

The crazy thing is that asking that question might have exactly the opposite impact of what you expect. It might well be that, by acknowledging that they’re going to leave, you end up keeping them forever.