One of the most important things we do as managers is to hire a new employee. In our current employment market, it is even more important that we take care to find the people who will be successful in the job. One of the places we can make improvements is in the questions we ask during interviews. In general, there should be a standard set of questions that are asked of each candidate. We also want to avoid generic questions that are easy for candidates to game. Good interview questions tend to ask for specific experiences that candidates have had as opposed to hypothetical situations. They should also be relevant to the job. Lots of interviewers like to ask a wacky question just to see how the candidate will respond (how many gallons of paint would it take to cover the entire Tanner building?). But asking which animal a candidate would be doesn’t actually help you determine whether they would be a good hire. Try these approaches in your next interview.
Instead of asking: “Tell me about yourself.” Try asking: “What about the job description inspired you to apply?” We can get all the answers to the former question from the application and resume. At the beginning of the interview, we tend to want to know why the person is interested in this role, how it matches their skills, and how it fits in their overall career plans. The latter can help get you there.
Instead of asking: “What would your last boss say about you?” you can try: “Let’s say you get this position. What is the most important thing that I, as your future manager, need to know in order to help you succeed?” This question puts the focus on the candidate and their needs and gives you an idea about how they want to be managed. You can gain insight into how well the candidate understands their own working preferences and strengths, as well as areas where they might need support. If their answer is short, you can follow up with “why is this the most important thing?” and so on.
Rethink the question: “What is your approach to client communication (or other skill needed in the job)? It is a great idea to have them show you rather than tell you what they would do. Have them spend a set period of time writing a client launch email, drafting a proposal, creating a spreadsheet, or giving a lecture. Pick one skill that you would like demonstrated and create a test that can be accomplished in a reasonable time frame. It’s also a good idea to let the candidates know ahead of time that there will be an exercise portion of the interview.
If you carefully plan your interview questions to match the job competencies, you will gain a better understanding of how the candidates match up to the job itself. Ask candidates to share specific examples of how they approached a tough situation or solved a problem rather than allow them to give a canned, ideal answer that they know you are looking for. This can help you make better decisions and hire the people who will contribute to the success of your team.