Some questions to ask to help you hire the best candidate»
This month I would like to focus on interviewing from the hiring manager side of the desk. How can you determine if the candidate before you is not only a great technical fit, but also a cultural fit? Your hiring decisions have a direct impact on your career success, making every hire an important one.
If you have never interviewed a candidate, you might dread the process and wonder how to find the best one. You may already be an experienced veteran of interviewing and building teams, in which case, I welcome your emails on the best questions to ask.
Over the years, I have collaborated with some great leaders to design fair questions that would reveal the caliber of person before us. Some of the questions my clients have relied on over the years, and the types of responses we received, follow.
What is the single accomplishment you are proudest of so far?
If the candidate can’t come up with a career-related accomplishment, this is a red flag. The candidate’s response tells you about her level of focus, discipline and self-motivation. Likewise, her choice of a proud accomplishment reveals much about her interests, skills and alignment with the position and company.
Who is your favorite boss (and least favorite boss) so far? Why?
The answer can reveal much about how the candidate prefers to be managed. Does he appreciate being challenged? Does he expect his boss to be a friend, as opposed to a mentor or leader?
His answer gives insight into who he struggles to get along with, and how he copes with conflict. His response to conflict is an important indicator of emotional intelligence.
What do you excel at in your work, and what do you struggle with in your work?
This question acknowledges that no one loves every aspect of a job. The intention is to get a sense of the candidate’s selfawareness and gauge their honesty about handling the parts of the job that are less than ideal.
Give an example of a time when you failed in a goal or objective.
We have all faced failure. Some managers I have worked with have a strong belief in the value of failure as a teacher. The answer to this question could provide great insight into a candidate’s honesty, resiliency, determination and ability to overcome obstacles.
If we were to hire you, what would you do in your first 30 days?
This question is designed to learn how the candidate approaches new situations. Will she seek to understand before recommending changes, or will she disrupt the culture by forcefully offering unfounded opinions?
The object of interviewing is not to pose “trick” questions or hold your cards so close to the vest that the candidate has no clue how he’s doing. Likewise, it’s not about determining if you want to hang out and have a beer with your new hire. No matter which side of the interview desk you’re on, I hope you will see it as an opportunity for a discovery and exploration of the best fit for all involved.