As a Hiring Authority, is your interview process designed to attract and retain the best candidate?
Interview Process Designed to capture the Best Candidate
- Are my questions accurately uncovering a full 360◦ view of my candidate?
- Am I building momentum with my best candidate by ensuring no more than 2 days between interviews?
- Am I conveying how my open position and career-track are in line with my candidate's career trajectory?
- Do I know my candidate's greatest skills and abilities that will yield the greatest impact to 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 very bottom number I think my candidate will accept?
- Am I integrating my new employee with all the key personnel they will be interacting with to help ensure positive and effective transition and communication?
The right Interview process and questions will help uncover the right candidate for you. It's no different than the Prom...you used the right strategy and tactics to ensure you secured the best date possible.
When it comes to Interview questions, I came across these (source unknown) as brilliant questions that uncovers a 360◦ view of your candidate.
1. HOW DOES YOUR BACKGROUND MAKE YOU A GOOD CANIDATE FOR THIS POSITION? Shows fit and preparation by candidate.
2. TELL ME THE TOP THREE THINGS THAT MOTIVATE YOU, AS AN EMPLOYEE, TO DO A GOOD JOB?
Work environment, responsibilities, being informed and motivations.
3. WHAT THINGS DO YOU LOOK FOR IN AN EMPLOYER (MANAGER)?
No wrong answers, only red flags.
4. WHAT SHORTCOMINGS WOULD YOU NEED TO IMPROVE UPON TO BE SUCCESSFUL IN THIS POSITION? No wrong answers, but no "pat" answers either.
5. WHY DID YOU LEAVE YOUR LAST POSITION?/WHY ARE YOU LEAVING YOUR CURRENT POSITION? Look for red flags, inconsistencies. No "sour grapes." Promotion opportunity, relocation for family.
6. WHAT ARE YOUR LONG TERM GOALS AND HOW DO YOU PLAN ON ACHIEVING SUCH GOALS?
Look for things that fit our company goals, long term employee.
7. TELL ME ABOUT YOUR PAST SUCCESSES/ACCOMPLISHMENTS. WHAT ARE THEY? WHAT WAS YOUR ROLE?
Look for tangible experience that can benefit our company (i.e. quality improvement, cost reduction).
8. WHAT IS YOUR MANAGEMENT STYLE? TELL ME ABOUT YOUR PERSONALITY, FAVORITE LEISURE ACTIVITIES.
Autocratic vs. Democratic, fit with others on team, hard worker, sound mind and body, proper balance.
9. WHY DO YOU WANT TO WORK FOR OUR COMPANY?
Shows knowledge, to see if they know what they want, and preparation for interview.
10. WHAT CAN (COULD) YOUR EMPLOYER DO (HAVE DONE) DIFFERENTLY TO KEEP YOU?
Level of commitment to make a change, look for red flags.
11. HOW WOULD YOU CHANGE (HAVE CHANGED) YOUR WORK SITUATION AT YOUR PRESENT (LAST) EMPLOYER?
Shows creativity, innovation. Identifies what's important in their work environment.
12. HOW DID YOU GO ABOUT SOLVING PROBLEMS AT WORK? SPECIFICALLY, WHAT KIND OF SUPPORT DID YOU ASK FOR AND WHAT KIND OF HELP DID YOU GET?
Shows initiative, delegation of responsibilities, abilities to troubleshoot or work under pressure.
13. WHO DO YOU WORK WELL WITH AND WHY?
Team player, personality traits, ego.
14. IF I WERE TO CALL YOUR PRESENT (LAST) EMPLOYER, WHAT WOULD THEY SAY ABOUT YOU AND WHY?
Consistency with reference checks, confidence in abilities.
These questions are designed to uncover behaviors, motivations and trends that will help you come to know your candidate well, build a foundation of effective communication that is crucial to working well together.
Executive Search Consultant
Executive Recruiting Partners, LLP