Most managers are lousy at interviewing new staff candidates… astounded…? I am willing to bet that if you ask your line mangers what questions they ask during interviews they will stare at you blankly, shuffle their feet and act as if you just crawled out from under a piece of old cheese.
There is a lot to being a good recruitment interviewer, this first list of basic “positive” questions will give your managers a start in the right direction!
Tell me about you at work!
Why do you want to work for us?
Tell me what you know about our company!
What are your strong technical competencies at work?
What about past experiences make you qualified for this job?
Tell me about a problem you solved in your previous position!
Explain how your story demonstrates your problem solving skills!
How many and what level of people did you supervise in your last job?
What role do you take in a group situation… and give me examples?
What have you done in previous positions that shows initiative?
In the context of work, what motivates you the most/least?
Do you see yourself as a leader and if so why?
What is your greatest strength at work?
What are your future goals?
In the second group present some tougher “attitude” discovery questions that will uncover more about the applicant’s motivations, ethics and ability to cope with others and is based on a list found on the website: “hiringthebestpeople.com”
“Tell your best winning story.
What are you looking forward to?
What aspect of your work life do you feel passionate about?
What aspects of your career have not lived up to your expectations?
When have you felt the greatest pressure to compromise your personal integrity?”
(You must listen carefully to the answers for insights into whether the interviewee has a positive or negative personal outlook, is enthusiastic and driven and can be assumed to be honest and ethical.)
• “What have you done in the last year with your own time and money that would make you more valuable to our company?”
(The answer to this question will give some insight into if they are prepared to invest in their own future.)
• “Describe for me a situation where self-centered behavior produced bad teamwork that was expensive for the company. How did you deal with it? If you’d been the boss and wanted to solve the problem, how would you have done it? How would you have described the problem to the individual?”
(What you’re looking for here is conflict resolution skills. The more specific and objective a person can be in describing a behavior they’ve experienced as a problem with others, the greater their chances of resolving conflict.)
• “When have people you were working with not been as honest or sincere as you would have liked? What did you do?”
(With this question you are looking for both integrity and the interviewee’s attitude towards ‘honesty’, ability to discipline/counsel others and again uncover their behavioural problem solving skills)
• “Tell me about a time you’ve had to pull a team together that was faltering and how you went about building morale?”
(You may, if you listen carefully to the answer given here, gain some insights into the interviewees potential to inspire/lead others. This question is not just for those you are appointing as formal leaders, teams often have informal leaders for different tasks so this question should be asked I believe of all candidates.)
DON’T JUST ASK QUESTIONS, LISTEN TO THE ANSWERS!
Lets be honest often recruitment interviews end up with your staffing expert, (the manager who controls the critical task you are recruiting for) doing nothing more than giving a twenty-minute verbal advertisement regarding your company, his department and its challenges… and of course his/her importance to the company. Instead they should be asking probing questions to find out if the individual they are interviewing is the most competent prospect for the job. I have found often less competent of confident interviewers, if they do ask questions often they will be closed questions such as: have you done any accounting before, yes, do you like sales, yes, are you a good salesperson yes, have you had much training in this area, yes… give me strength.
Here is another list of more stress inducing questions that can expose the real traits of a potential candidate! These are open questions to get the interviewee to talk.
Tell me about the last business book you read? (Most haven’t)
What is it about your current/last position, you like the most?
Tell me something regarding your most difficult work experience?
What do you see as the most difficult task in being a manager?
What is it about your current/last position, you particularly dislike?
Tell me about a time you were criticised for your work or an idea!
How did you feel about your last boss and what was his/her weakness?
What was the most difficult decision you ever had to make?
OPEN ENDED QUESTIONS CAN START WITH AMONGST OTER THINGS, “TELL ME ABOUT” OR EXPLAIN FOR ME…”
Of course the list I guess should contain the following four standard questions… not that, with the exception of the last one, they need to be asked of course.
How much money do you want to make in this job?
If you are hired, how long will you stay with us?
Where do you see yourself five years time?
Do you have any questions regarding us?
How much effort are you putting into your managers to help them select the most appropriate candidates or is it some junior HR operative’s prerogative? Successful business is now and always has been about hiring the best people.
There is a lot to being a good recruitment interviewer, this first list of basic “positive” questions will give your managers a start in the right direction!
Tell me about you at work!
Why do you want to work for us?
Tell me what you know about our company!
What are your strong technical competencies at work?
What about past experiences make you qualified for this job?
Tell me about a problem you solved in your previous position!
Explain how your story demonstrates your problem solving skills!
How many and what level of people did you supervise in your last job?
What role do you take in a group situation… and give me examples?
What have you done in previous positions that shows initiative?
In the context of work, what motivates you the most/least?
Do you see yourself as a leader and if so why?
What is your greatest strength at work?
What are your future goals?
In the second group present some tougher “attitude” discovery questions that will uncover more about the applicant’s motivations, ethics and ability to cope with others and is based on a list found on the website: “hiringthebestpeople.com”
“Tell your best winning story.
What are you looking forward to?
What aspect of your work life do you feel passionate about?
What aspects of your career have not lived up to your expectations?
When have you felt the greatest pressure to compromise your personal integrity?”
(You must listen carefully to the answers for insights into whether the interviewee has a positive or negative personal outlook, is enthusiastic and driven and can be assumed to be honest and ethical.)
• “What have you done in the last year with your own time and money that would make you more valuable to our company?”
(The answer to this question will give some insight into if they are prepared to invest in their own future.)
• “Describe for me a situation where self-centered behavior produced bad teamwork that was expensive for the company. How did you deal with it? If you’d been the boss and wanted to solve the problem, how would you have done it? How would you have described the problem to the individual?”
(What you’re looking for here is conflict resolution skills. The more specific and objective a person can be in describing a behavior they’ve experienced as a problem with others, the greater their chances of resolving conflict.)
• “When have people you were working with not been as honest or sincere as you would have liked? What did you do?”
(With this question you are looking for both integrity and the interviewee’s attitude towards ‘honesty’, ability to discipline/counsel others and again uncover their behavioural problem solving skills)
• “Tell me about a time you’ve had to pull a team together that was faltering and how you went about building morale?”
(You may, if you listen carefully to the answer given here, gain some insights into the interviewees potential to inspire/lead others. This question is not just for those you are appointing as formal leaders, teams often have informal leaders for different tasks so this question should be asked I believe of all candidates.)
DON’T JUST ASK QUESTIONS, LISTEN TO THE ANSWERS!
Lets be honest often recruitment interviews end up with your staffing expert, (the manager who controls the critical task you are recruiting for) doing nothing more than giving a twenty-minute verbal advertisement regarding your company, his department and its challenges… and of course his/her importance to the company. Instead they should be asking probing questions to find out if the individual they are interviewing is the most competent prospect for the job. I have found often less competent of confident interviewers, if they do ask questions often they will be closed questions such as: have you done any accounting before, yes, do you like sales, yes, are you a good salesperson yes, have you had much training in this area, yes… give me strength.
Here is another list of more stress inducing questions that can expose the real traits of a potential candidate! These are open questions to get the interviewee to talk.
Tell me about the last business book you read? (Most haven’t)
What is it about your current/last position, you like the most?
Tell me something regarding your most difficult work experience?
What do you see as the most difficult task in being a manager?
What is it about your current/last position, you particularly dislike?
Tell me about a time you were criticised for your work or an idea!
How did you feel about your last boss and what was his/her weakness?
What was the most difficult decision you ever had to make?
OPEN ENDED QUESTIONS CAN START WITH AMONGST OTER THINGS, “TELL ME ABOUT” OR EXPLAIN FOR ME…”
Of course the list I guess should contain the following four standard questions… not that, with the exception of the last one, they need to be asked of course.
How much money do you want to make in this job?
If you are hired, how long will you stay with us?
Where do you see yourself five years time?
Do you have any questions regarding us?
How much effort are you putting into your managers to help them select the most appropriate candidates or is it some junior HR operative’s prerogative? Successful business is now and always has been about hiring the best people.
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