Interviewing is a bit of science mixed with a bit of artistry, wouldn’t you say? And everyone has their favorite questions, designed to separate the wheat from the chaff, to find the perfect candidate for that key position you have to fill.
When you have an important role to fill, wouldn’t you love to have that one fantastic question that will absolutely tell you if you’ve got a home run candidate?
Some of the best interview questions…
Here are a few of the best questions we’ve heard.
“Tell me about something you look back on as a professional win for you.” That’s one of my favorites, and the stories I have heard have ranged from “I found a discrepancy in the way we were calculating COGS that was understating our profits” to “There was this one time I was out drinking with my buddies really late, and I had a meeting early the next morning. So I slammed some good ol’ hair-of-the-dog and went to the meeting – and we ended up winning that account.”
No, that second person did NOT get an offer.
“What’s the biggest thing you don’t like about your current job?” I like this one because the answer can tell you right away if the candidate is a “blamer.” I’m sure you’ve interviewed people who have telegraphed that nothing is ever their fault, right?
Art Papas, the founder of Bullhorn, likes to ask this: “What things do you NOT like to do?” He says you sometimes have to ask the question multiple times, in different ways, to get an honest answer. One of his favorite stories was a finance candidate who told him he hated dealing with mundane details and checking his work. Whoops, no job for that person.
And of course the gold standards…
Most candidates have gone through many other interviews, and, if they’re working with a good recruiter, mock interviews and coaching as well, so they’re prepared to answer many of the more standard questions that most of us have in our arsenal, including these:
- What are your greatest strengths?
- Tell me about your greatest weakness.
- Why are you interested in this position?
- Give me an example of a time when you…
- Had a great collaboration with a colleague
- Resolved a conflict
- Dealt with an unhappy client or customer
- Why do you think you would do well in this position?
- What motivates you?
Even though the person you are interviewing is likely prepared for these, changing them up and asking them in different ways can give you great insights into the character and capabilities of your candidate.
And of course, you always want to leave time for them ask you questions. The questions a candidate asks you can be every bit as enlightening as the answers they provide to your questions. Have you ever had what felt like an amazing interview, right up until you asked the candidate if he or she had questions for you? When you get questions like “how soon would I have vacation days,” or “will I have to be in the office every day,” you’ve gained some important knowledge – and more to explore with the candidate before you draw the meeting to a close.
But what’s the BEST question?
When you need to hire a superstar, a person who will work hard, go the extra mile, and be a critical asset to your team, there’s one question we’ve found that can put the icing on the cake – or drop the cake in the mud, depending on the response.
According to Tejune Kant, the founder of 6D Global, he has found the very best thing to do to find the superstars he seeks. It’s not even really a question.
He tells them that he’s not convinced the position is the right fit for them.
And then he waits.
How they respond is EVERYTHING. Do they fold up and walk away? Or do they stand their ground? Those that stand their ground are the true superstars, and are most likely to be the great fit for your team.
According to this article in Inc., “Superstars aren’t just good at what they do. Superstars push past barriers, push past rejection and roadblocks, and rise to the occasion when times truly get tough–which, in any business, they inevitably do.”
If those are the kind of people you want on your team, try making this statement toward the end of your time with the candidate. Gauge the response in light of your needs. You might find a gem you could have otherwise missed.