Many interviews are conducted without identifying the true motivations of new hires.
Why? Because most interviews are conducted with commonly asked questions such as:
• What are your strengths?
• Why would you like to work for our company?
• Where would you like to be ten years from now?
The aforementioned questions are dated and fail to identify the personality of your potential new hire. Most advice columns for interviewees help your potential new hire to prepare perfectly articulated and eloquently spoken responses to those questions. Do the rehearsed answers to those questions help you map how this new hire will improve your business process? Do those answers leave you with new ideas for your business? Most importantly, do those answers help identify if this new hire is willing to do the good, the bad and the ugly not clearly outlined in your new hires job description? Probably not!
Due to the natural direction of interviews you will surface the candidates strengths while walking through their resume. Take the opportunity to peak into their personality; discover whether your personalities are conducive to a compatible work environment.
Ask questions that pertain to your business; avoid receiving cliché responses.
• What portion of the job description do you feel you are the least suited to tackle?
This question allots you a great depth of knowledge. If the candidate expresses a portion of the job description that you’re looking for the most expertise in, clearly, they will not be a fit. If your candidate answers with a challenge, which can easily be solved with quick training, then perhaps they are still in the running.
• What is the biggest compliment you have ever received?
This question can be used to surface what means the most to your candidate while realizing what motivates them.
• If a middle ground did not exist do you prefer a macro-manager or a mico-manager?
The question is a fantastic tool to identify if you would be an appropriate manager for this potential new hire! Many of us, like to know every task accomplished, others prefer to have the work done independent of their supervision. Whichever managerial style you fall within – you will have a clear and candid response by asking in an interview.
Remember, you deserve the best candidate possible for your business and it is up to you to ask the right questions during an interview.
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