The Best
Interview Questions You Never Ask
I’ve
conducted more interviews than I could count as an entrepreneur, and put
together my own favorite questions that get to the heart of how a person
thinks, works, and is motivated. I owe this list to colleagues and fellow
business owners who’ve shared what works, plus lots of personal trial and error
over the years. I’m not claiming these are the holy grail of interview
questions, but they elicit far more than the standard “tell me your strengths and
weaknesses” fare. More importantly, they reveal thought patterns and prior
behavior — the surest predictor of future behavior.
Interview
Questions for the Candidate
1.Tell me about our company.
Give your top-line analysis.
Look for: initiative, analytical ability, values, confidence.
2. Walk
me through the first 5 things you would do if you got this job.
Look for:
strategic thinking, prioritization skills, execution style.
3. What
3-5 things do you need to be successful in this job? What are the deal killers?
Look for:
culture fit, expectations, work style.
4. Talk
about a time that you took a risk and failed, and one where you took a risk and
succeeded. What was the difference?
Look for:
risk-taking ability and tolerance, self-awareness, honesty, conceptual
thinking.
5. Tell
me about one of your proudest moments at work.
Look for:
drive, personal motivators, preferred work style (team builder, solo
contributor, etc.)
6. What do
you want for your career two jobs from now, and how does this position help you
get there?
Look for:
initiative, long-term thinking, self-awareness, personal motivators,
professional development expectations.
Now that
you have a bevy of information from the candidate, you need to check it against
the person’s references. I am stunned at how often hiring managers skip
reference checks or delegate them to HR to cover basic employment history
questions. This is one of your best sources of information! Off-the-record
references are generally the most revealing, but you can still get solid
information from the ones the candidate provides. Yes, references are primed to
say positive things about the candidate. Still, few people will risk their
professional reputations by being overtly deceptive. If you want honest answers
then try these pointed questions:
1. How
would you rate the candidate on a scale of 1-10? What would they have to do to
be rated a [+1 from the ranking given]?
2. What
kind of situation would you not hesitate to put the candidate in? What kind of
situation would give you pause?
3.
Provide an example of how the candidate raises the bar for herself and for
those around her.
4. If you
could create the perfect work environment for the candidate, what would it look
like?
5. What
kind of development plan was communicated to the candidate, and how did he
respond?
6. Would
you rehire the candidate?
Kristi Hedges,
FORBES.COM
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