THE SIX MOST REVEALING TYPES OF INTERVIEW QUESTIONS
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COMPANIES ARE CONDUCTING CULTURE INTERVIEWS TO BUILD COHESIVE TEAMS THAT MATCH
THE FEEL OF THE OFFICE—NOT JUST THE JOB DESCRIPTION.
Looking at someone’s
education and background can be helpful when screening job candidates, but the
best indicator of who’s the right fit can’t always be found on a résumé.
Companies ranging from big names like Pinterest to small startups are
conducting culture interviews to build cohesive teams that match the feel of
the office—not just the job description.
"Relying on
someone’s background can be very misleading; it doesn’t tell the whole
story," says Tara Kelly, CEO of the customer experience software provider SPLICE Software. "Our workplace is like a family, and we are always
looking for someone who is the right fit."
Culture interviews are
part of the SPLICE hiring process, and the process starts with the job ad,
which includes quotes from current employees about what it’s like to work at
the company. Kelly says she hopes this added insight attracts the right
applicants.
To measure commitment
to the company, SPLICE has everyone fill out a one-page form. "It’s our
version of what we want everyone’s résumé to look like," says Kelly.
"If they’re not happy to fill out our form, they’re probably not a
fit."
Once candidates
demonstrate they’re qualified and capable of delivering what the company needs,
they’re brought in for an interview. Kelly says it’s not the questions you ask;
it’s the act of listening inside the answers. "How" questions tell
more than those that start with "what," and Kelly looks for clues
that the candidates match the company’s core values:
1. A WILLINGNESS TO
TAKE RISKS
"If you ask
someone, ‘Are you afraid to fail?’ nobody says yes," Kelly says.
"Instead, we ask them to talk about what they’re most proud of and least
proud of. We’re looking for a time when they took a chance and the feelings
they had around it."
OWNING MISTAKES SHOWS
THAT THE CANDIDATE ISN’T AFRAID TO MAKE THEM. IF THEY SAY THEY NEVER WANT TO
MAKE A MISTAKE AGAIN, IT’S A RED FLAG.
Owning mistakes shows
that the candidate isn’t afraid to make them. If they say they never want to
make a mistake again, it’s a red flag. "You cannot guarantee you’ll never
fail again unless you stop taking chances," says Kelly.
2. A COMMITMENT TO
SELF-IMPROVEMENT
One of SPLICE’s core
values is that it always can be better. Kelly looks for candidates who tell
stories of improving a process or making something better. She also looks for
someone who is willing to admit mistakes, but who shares what she learned from
them.
3. EAGER TO LEARN
Another question asked
at SPLICE is, "How do you spend your off time?" Kelly says she looks
for someone who navigates the world from a place of curiosity.
"It can be
anything," she says. "Someone who says they spent the weekend
installing patio stones shows that they’re willing to learn a new skill. You
can train for most other skillsets, but people who are naturally curious are an
asset."
4. A WILLINGNESS TO
HELP OTHERS
Stories that involve
teamwork and a willingness to help others are other answers Kelly looks for.
"It doesn’t matter how bright they are; if they’re not willing to help
others, they’re not a good member of the team," she says.
Kelly also likes to
ask off-the-wall questions, such as "If you were to describe yourself as
one of the elements—earth, air, fire, and water—which would it be?"
"Sometimes the
flaky questions spark the most interesting answers," she says.
5. A LOVE OF FOOD
Kelly loves to tell
candidates that the company celebrates Pi Day on March 14, when everyone brings
in their favorite pie.
SOMETIMES THE FLAKY
QUESTIONS SPARK THE MOST INTERESTING ANSWERS.
"I ask, ‘What is
your favorite pie?’" she says. "SPLICE offices have a big kitchen.
Food is the heart of a family, and our employees are a work family. If the
person isn’t excited to talk about and share food, they’re probably not a fit. And
if they think blueberry crumble is pie, well . . . that tells a lot, too."
6. SOMEONE WHO CAN
REACT AND ADJUST
Actions can also give
insight into someone’s personality. Kelly likes to do a fun experiment where
she drops her pen as she and the candidate are walking back to her office to
see how he reacts: Does he stop and pick it up? Pretend not to notice?
She also changes the
pace of the interview, firing questions quickly and then suddenly slowing
things down.
"I want to see if
they recognize the change and can adjust," she says. "An interview is
a pressure situation. While you can’t pin everything on a single answer,
consistency throughout the process will give you a lot of information about
their personality."
BY STEPHANIE VOZZA
http://www.fastcompany.com/3049123/hit-the-ground-running/the-six-most-revealing-types-of-interview-questions?utm_source=mailchimp&utm_medium=email&utm_campaign=fast-company-daily-newsletter&position=9&partner=newsletter&campaign_date=08042015
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