As a hiring authority, is your interview process designed to attract and retain the best candidate?
Quick evaluation:
– Do my questions accurately reveal a full 360° view of my candidate?
– Am I building momentum with my best candidate by making sure no more than 2 days go by between interviews?
– Am I conveying how my job opening and career path align with my candidate’s career path?
– Do I know the greatest skills and abilities of my candidate that will produce the greatest impact in my organization?
– Am I identifying from my candidate’s references the specific tasks and projects that I should delegate to my candidate to create the greatest impact for me?
– Does my offer reflect the value my candidate brings to my organization, or is it the lowest number I think my candidate will accept?
– Am I integrating my new employee with all key personnel they will interact with to help ensure a positive and effective transition and communication?
The interview process and the right questions will help discover the right candidate for you. It’s no different than prom… you used the right strategy and tactics to make sure you secured the best date possible.
When it comes to interview questions, I found these (source unknown) to be brilliant questions that uncover a 360° view of your candidate.
1. HOW DOES YOUR BACKGROUND MAKE YOU A GOOD CANDIDATE FOR THIS POSITION?
It shows aptitude and preparation of the candidate.
2. TELL ME THE THREE MAIN THINGS THAT MOTIVATE YOU, AS AN EMPLOYEE, TO DO A GOOD JOB?
Work environment, responsibilities, being informed and motivations.
3. WHAT DO YOU LOOK FOR IN AN EMPLOYER (MANAGER)?
There are no wrong answers, just red flags.
4. WHAT GAPS WILL YOU NEED TO IMPROVE TO BE SUCCESSFUL IN THIS JOB?
There are no wrong answers, but no “pat” answers either.
5. WHY DID YOU LEAVE YOUR LAST POSITION?/ WHY DID YOU LEAVE YOUR CURRENT POSITION?
Look for red flags, inconsistencies. No “sour grapes”. Opportunity for promotion, transfer by family.
6. WHAT ARE YOUR LONG-TERM GOALS AND HOW DO YOU PLAN TO ACHIEVE THEM?
Look for things that fit our company goals, long-term employee.
7. TELL ME ABOUT YOUR PAST SUCCESSES/ACHIEVEMENTS. WHAT ARE THEY? WHAT WAS YOUR ROLE?
Look for tangible experiences that can benefit our company (ie, quality improvement, cost reduction).
8. WHAT IS YOUR MANAGEMENT STYLE? TELL ME ABOUT YOUR PERSONALITY, FAVORITE LEISURE ACTIVITIES.
autocratic vs. Democratic, fit with others in the team, hardworking, healthy mind and body, proper balance.
9. WHY DO YOU WANT TO WORK IN OUR COMPANY?
It shows knowledge, to see if they know what they want, and preparation for the interview.
10. WHAT CAN (COULD) YOUR EMPLOYER DO (DO) DIFFERENTLY TO KEEP YOU?
Level of commitment to make a change, look for red flags.
11. HOW WOULD YOU CHANGE (HAD YOU CHANGED) YOUR EMPLOYMENT SITUATION AT YOUR CURRENT (LAST) EMPLOYER?
Show creativity, innovation. Identify what is important in your work environment.
12. HOW DID YOU SOLVE PROBLEMS AT WORK? SPECIFICALLY, WHAT KIND OF SUPPORT DID YOU ASK FOR AND WHAT KIND OF HELP DID YOU RECEIVE?
Shows initiative, delegation of responsibilities, ability to solve problems or work under pressure.
13. WITH WHOM DO YOU WORK WELL AND WHY?
Team player, personality traits, ego.
14. IF YOU CALL YOUR CURRENT (LAST) EMPLOYER, WHAT WOULD THEY SAY ABOUT YOU AND WHY?
Consistency with reference controls, confidence in skills.
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