"Perfect person," you think. This candidate looks and sounds like just the person you want in that vacant job position."But...how can I be sure?" you wonder. Obviously, the probation period helps you get out of a bad hire, but who likes to go through that process?
We've all been there. You ask the standard questions about experience, ability to get along with other employees, desire for advancement, and you get the standard answers. At first glance, the person looks good, gives the right answers and, based on those answers, seems perfect for the job. But, on reflection, the answers are "vanilla" answers. They could be said by anyone. You know, "Yes, Mr. Interviewer. I've been looking for just this kind of position to maximize my talents." (Big smile, energetic voice, proper posture and just the right amount of dazzling personality stirred in). What a performance!
Good interview questions are the key to making you discover the most important characteristics about the candidate - and in the most
The candidate's general perspective on life and work
Question: Tell me a story about you Denver Broncos #6 Cutler Jersey White and your past - experience, successes, regrets, obstacles, strengths or abilities you've learned, weaknesses you have not been able to overcome...
What you are looking for: Get the person talking about self, telling you a life story. Listen for themes, aspects that keep coming up - i.e. importance of relationships, the desire or necessity for material goods, the need for status or approval, etc. This will begin telling you what is important to this person. You could potentially hear themes of the person always being a victim, or how the person loves to tackle the next challenge. Listen for attitudes and characteristics that would be helpful (or a red flag) if the person were hired.
Reminder - don't ask all of this all at once. Ask a general question such as, "Tell me about you and your past?" Then conversationally follow up with additional questions like:
What kinds of experiences have you had? What successes have you had? Have you had any regrets about life? What have been your major obstacles in life? How about telling me about your greatest strengths or abilities you've learned over time? What weaknesses do you have that you haven't been able to overcome? All the while you are engaging in conversational interaction while observing the candidates interaction and the content of their story.The candidate's general direction in life
Question: Tell me about your future - goals while here, strengths you want to develop, weaknesses you want to overcome, personal dreams/goals/direction this position will help you obtain?
What you are looking for: This question and the story associated with it is designed to tell whether the person lives in the moment (i.e. paycheck to paycheck) or has plans or direction. There also may be clues as to whether or not the person sees this job as a stepping stone to a future dream. This can lead you to a time-line question so you can manage expectations.
If you are interviewing for an entry level job that has expected short term tenure, this question can give you an idea of how long this person may stay. You can also talk about a win/win situation and begin a conversation about the necessity of staying a certain length of time to facilitate the person's experience or learning that can take them to the fulfillment of their future dream or goal. Red flag content would be anything incongruent with the potential job position and/or your company's direction and corporate culture.
The ability to work in a team
Question: There are five people available to you. There is a task at hand that needs to be done quickly. It is possible for you to do the task within the time allotted although it could be done more quickly if you involve the five available people. The task is important to the company and will be a Denver Broncos #6 Cutler Jersey White high profile achievement. What do you do?
What you are looking for: Notice, the question does not illuminate whether the task is assigned to the person. If the person automatically assumes the task is an assignment, that assumption could suggest initiative or independence. One way to handle this scenario is to either clarify the assignment with the appropriate manager or inform an appropriate manager that the person will be taking on the task at hand and will be using the five available people so as to get this important task done more quickly for the good of the company. This gives the candidate credit for accomplishing the task by leading a team of people.
In any case, one core concept that will come out of this question is the person's willingness to work with others or work alone. Listen for themes: Is there a true desire to work with a team; does the person see the other five people as equal team members or are they people to be exploited or "used" to get the job done (not exactly teamwork); what are the candidate's thoughts on leading a team.
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