HR SPECIAL..... What the Fastest-Growing Companies Always Ask Job Candidates

What the Fastest-Growing Companies Always Ask Job Candidates

There are far better questions to ask than "Where do you see yourself in five years?"

For many entrepreneurs, their biggest struggle isn't balancing the budget or even managing stress, but making good hiring decisions.

According to a 2015 study by the Marietta, Georgia-based leadership training and research firm Leadership IQ, 46 percent of new hires fail in the first 18 months. The reasons vary between not being open to feedback and lacking motivation. Among more than 5,000 hiring managers surveyed, 82 percent said there were clues in the job interview that could have prevented bad hires.

Instead of asking the traditional "Where do you want to be in five years?" try one of these go-to questions asked by the CEOs of America's fastest-growing companies.

1. "I find it really interesting to have people sit down and explain something to me that I'm usually completely ignorant of." --Sterling Wilson, Pop! Promos, No. 135 on the Inc. 5000

The inspiration for Pop! Promos came to co-founder and president Wilson during a college football game, when he realized the need for team sunglasses, so it's no surprise he based Pop's aptitude quiz on the NFL's Wonderlic Test. Candidates are given 25 problem-solving questions to answer in six minutes to see if they can think on their feet.

Not only that, but Wilson also asks candidates to prepare a 60-second explanation about a complex topic. He's learned about everything from playing a chord on the guitar to making spaghetti and meatballs.

The last thing Wilson asks potential employees is about a mistake they've made.

"Everyone's always reticent to talk about it," he says, explaining that people commonly bring up a time they worked too hard. "I always just kind of roll my eyes and say, 'Tell me actually about a time you screwed something up,' because everyone has, and I just want to hear if they can accept responsibility for doing something wrong."

2. "My recruitment strategy is hire slow, fire fast." --Bill Wade, Company.com, No. 5 on the Inc. 5000

For Wade, founder of the social network and resource center for small businesses, it's all about knowing someone's character, and he asks questions targeted toward learning someone's weaknesses.

"You can always do things to improve, but if you don't know that the weaknesses are there, that can be a character flaw," says Wade.

3. "I ask how they want to be measured." --Branndon Stewart, OutboundEngine, No. 95 on the Inc. 5000

As the founder and CEO of a marketing automation service, Stewart is drawn to metrics. Naturally, he asks all potential hires what metrics they want to be graded on and how they hope to achieve them. For him, this shows the ability to approach work objectively.

4. "If I can't learn something new from this person about the area we're hiring them for, that's a bad sign." --Daniel Hermann, Paint Nite, No. 2 on Inc. 5000

Hermann, whose painting event company has gone international since launching in 2012, tailors his interview questions so that candidates teach him something new. The co-founder makes a really great point; you are hiring someone for a particular reason, and that should shine through.

5. "Tell me, in your own words, why you would be the right person for the role." --Dex Deboree, Los York, No. 8 on the Inc. 5000

Sometimes, your question can be as simple as asking the interviewee what makes him or her special. Deboree, whose production company has worked with brands like Nike and Toyota, wants to know what sets each candidate apart from the crowd.

6. "Tell me about an impossible challenge you faced and how you solved it." --Seth Epstein, Los York, No. 8 on the Inc. 5000

Very few things are actually impossible, and co-owner Epstein knows this firsthand from working with clients who have big expectations. This question works well because you get a good understanding of what the candidate finds challenging and how this person came up with creative solutions.

7. "What would your significant other tell me is your weakness?" --Paul Saunders, eLuxurySupply.com, No. 4 on the Inc. 5000

If anyone knows about someone's weakness, it's his or her spouse. Saunders, founder of the home products e-commerce site, which had revenue of $30.6 million last year, believes framing the question in this way will elicit a more genuine response.

What do all of these questions have in common? They're aimed at determining if the candidate has the right cultural fit. The next time you're making a big hire, think about how you can frame questions to get authentic responses that reflect exactly what your company 

BY MELISSA MATTHEWS

 http://www.inc.com/melissa-matthews/what-the-fastest-growing-companies-always-ask-job-candidates.html?cid=nl029week41day14A