by Christopher Izmirlian

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Hiring the right candidate is more than just ticking boxes on a checklist – it’s about finding someone who not only meets the criteria but also seamlessly meshes with your people and integrates into your team’s dynamic. The interview process plays a vital role in revealing the genuine qualities of a candidate that go beyond what you will find on an applicant’s resume.

The Cross-Country Business Trip Analogy: Imagine embarking on a long, cross-country business trip with your potential candidate. You’re at the airport, and your flight is significantly delayed, nothing seems to be going right and you just want to go home. Now imagine how you would handle the situation if you were accompanied by this applicant. Would you be able to endure this extended delay with them for 8+ hours? If not, you should probably reconsider hiring this person. Although a cross-country business trip with prolonged delays in an exaggerated example, it’s important to think of your work and your team in the context of real-world situations. This analogy sets the stage for understanding the importance of assessing a candidate’s personality and team compatibility.

Below are just some questions you could ask a candidate to truly gauge if you want them part of your team.

Hard-Hitting Questions:

  1. “What led you to apply for [NAME OF COMPANY]?”
    • Dive into the candidate’s motivation and alignment with your company’s values and goals.
  2. “Why are you interested in a career in [TYPE OF FIELD]?”
    • Explore the passion and dedication the candidate has for the industry.
  3. “How do you handle stress? Tell me a stressful situation and how you managed it.”
    • Assess the candidate’s coping skills, resilience, and ability to manage pressure.
  4. “What has been your typical role in any team you have been on?”
    • Understand the candidate’s past contributions, teamwork, and collaboration style.
  5. “How would your friends and family describe you?”
    • Gain insights into the candidate’s personal attributes, communication style, interpersonal skills, and how they think their friends and family would view them.

Understanding Cultural Fit:

  1. “Why do you think you would be a good fit at [Name of Company]?”
    • Evaluate the candidate’s understanding of your company culture and how they see themselves contributing.
  2. “How would you define success?”
    • Explore and evaluate the candidate’s values and motivations, aligning them with the goals of your company. Of course, every company, team, and manager has different visions for success. Ensure this candidate has similar aspirations.

Navigating Team Dynamics:

  1. “How would you handle conflict within a team?”
    • Assess the candidate’s conflict resolution skills and ability to work collaboratively.
  2. “Tell me something about yourself that is not on your resume.”
    • Encourage authenticity and gain insight into the candidate’s personality beyond their professional achievements.

       

  3. “Where do you see yourself in 5 years?”
    • Understand the candidate’s career goals, aspirations, and commitment to personal and professional growth.

Learning from Experiences:

  1. “What has been your biggest mistake in your work life?”
    • Assess the candidate’s accountability, ability to learn from experiences, and commitment to improvement.
  2. “What motivates or excites you in business?”
    • Explore the candidate’s passion for the industry and what aspects drive their enthusiasm.

       

  3. “How do you respond to criticism?”
    • Evaluate the candidate’s resilience, openness to feedback, and their ability to learn and adapt.

Conclusion: Conducting interviews goes beyond a mere exchange of questions and answers; it’s a strategic exploration of the qualities that will determine if this candidate is not only a skilled professional but also a great fit for your team.

Closing Note: As an interviewer, be prepared to ask tough questions, shaping the future of your team by ensuring compatibility and enduring collaboration. Remember, finding the right fit is a crucial step toward building a successful and harmonious work environment.

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