Adversity only last for just a brief moment in the grand scheme of life, this is why Commitment Always Precedes the Reward! Are you able to overcome the everyday adversities that you face towards a commitment that you have made in your career or in your personal life in order to reep the rewards from it? How did you overcome that adversity to become the person you are today? Can you take how you overcame those adversities and teach someone else how to overcome theirs and to stay committed in what ever they set their minds to in order to reep the rewards they are looking to achieve?
I ask what their very first paid job was, how they got it/ sought it out/ agreed to it- based on what the first job was. Ie. if babysitting- did you plan activities, tell me about that, did you ever negotiate a higher wage? tell me about that. I like to get away from the rehearsed questions and see who they are. I like all the comments on a relaxed conversation- definitely what we strive for. We let there be pauses- amazing how much more information you receive when you don't rush to fill the silence. We ask which of our core values most closely aligns with one of theirs. Then ask more about that. Tells us if they have done any research on our website as well as giving us some insight into who they are.
There are several personality tests you can give a potential candidate. For me, I must ask "How do they feel about random drug testing in the workplace? It has proven to be a VERY important question.
"If you were a tree, what kind of tree would you be?" - Barbara Walters
But seriously . . . I would look up and download sample interview questions; there are many sources available. Once you print them out, throw them away.
The questions you ask don't matter as much as the way the candidate answers. Most candidates are coached anyway. How many times are we going to ask "tell me about a situation where . . . . " or "where do you want to be in 5 years?" These types of questions are sophomoric and give little insight into the candidate.
Ask about their weekend. Ask about how the commute was today. You're looking for communication skills and facial expressions. Study eye movements and their meaning. Be comfortable with silence; let them initiate conversation.
The one "hard" question we ask is "why are you looking for a job?" - - assuming they currently have a job. I know this about stellar employees: current employers don't want to let them go. The main thing we look for in the answer is whether they talk s*** about their former/current employer. There are tactful ways to say "my employer sucks". This approach speaks to their professionalism.
Definitely utilize personality testing; we use DISC.
First of all does the person you are interviewing believe in what your business is about? Do they know anything about your business? Do they incorporate what your services are into their own life? These are very important when looking for the right fit to your team. Checking references are a must in order to find out if the person you are interviewing has a good track record as an employee.
I ask potential applicants what their favorite TV shows are, and you wouldn't believe the answers. First, it catches them off guard from their "canned and prepared" answers, and it lets them start talking off topic. They relax and start thinking about their leisure time and in doing so, forget they are in an interview setting and then usually their defenses are down and then will reveal true answers about their character and their true work ethic. After 25 years in business I dontg go by a resume. All our applicants are tested for skill level, and we check references. One other tip, do not call the numbers provided on the application it often cell phones of friends that worked together at the prior or current jobs, google the company and verify the reference. Advance homework will reduce a lot of aggravation on the back end.
Try to have your interview become a conversation. Many very good candidates are lost because interviews can be tough and looking for a job is usually not an enjoyable process. Even top candidates can fail to have their best qualities shine through due to nerves or the atmosphere created during the interview. If you can get the candidate into conversation mode you will get a true glimpse of them as a person and their faults and strengths become visible.
The New York Times published a blunt piece last year about the uselessness of job interviews (link). For an interview or hiring process to be helpful, you have to have some structure - ask questions that are job-related and ask for examples, behavior and outcome. For example, if you need someone who pays attention to details, you would ask, "Tell me about a time you spotted an error or a problem that other people did not see. What was the issue, what did you do, and what was the outcome?" You could also make your decision-making process objective by using a pre-employment test that provides you a structured interview! (I work at HR Avatar and thus highly recommend it, but there are lots of great providers out there.)
Matthew, In answer to your question, it is best if you ask yourself a few questions first. Start with, What am I looking for in an employee? What would the ideal candidate look like? What type of skills, knowledge and personality traits would be the best fit for this position? The purpose of asking yourself these questions first help you craft the right questions. This way you can get the information you need to choose the right candidate. If you would like me to walk you through the process, let me know.
Answers (1-10)
I ask what their very first paid job was, how they got it/ sought it out/ agreed to it- based on what the first job was. Ie. if babysitting- did you plan activities, tell me about that, did you ever negotiate a higher wage? tell me about that. I like to get away from the rehearsed questions and see who they are. I like all the comments on a relaxed conversation- definitely what we strive for. We let there be pauses- amazing how much more information you receive when you don't rush to fill the silence. We ask which of our core values most closely aligns with one of theirs. Then ask more about that. Tells us if they have done any research on our website as well as giving us some insight into who they are.
There are several personality tests you can give a potential candidate. For me, I must ask "How do they feel about random drug testing in the workplace? It has proven to be a VERY important question.
"If you were a tree, what kind of tree would you be?" - Barbara Walters
But seriously . . . I would look up and download sample interview questions; there are many sources available. Once you print them out, throw them away.
The questions you ask don't matter as much as the way the candidate answers. Most candidates are coached anyway. How many times are we going to ask "tell me about a situation where . . . . " or "where do you want to be in 5 years?" These types of questions are sophomoric and give little insight into the candidate.
Ask about their weekend. Ask about how the commute was today. You're looking for communication skills and facial expressions. Study eye movements and their meaning. Be comfortable with silence; let them initiate conversation.
The one "hard" question we ask is "why are you looking for a job?" - - assuming they currently have a job. I know this about stellar employees: current employers don't want to let them go. The main thing we look for in the answer is whether they talk s*** about their former/current employer. There are tactful ways to say "my employer sucks". This approach speaks to their professionalism.
Definitely utilize personality testing; we use DISC.
First of all does the person you are interviewing believe in what your business is about? Do they know anything about your business? Do they incorporate what your services are into their own life? These are very important when looking for the right fit to your team. Checking references are a must in order to find out if the person you are interviewing has a good track record as an employee.
I ask potential applicants what their favorite TV shows are, and you wouldn't believe the answers. First, it catches them off guard from their "canned and prepared" answers, and it lets them start talking off topic. They relax and start thinking about their leisure time and in doing so, forget they are in an interview setting and then usually their defenses are down and then will reveal true answers about their character and their true work ethic. After 25 years in business I dontg go by a resume. All our applicants are tested for skill level, and we check references. One other tip, do not call the numbers provided on the application it often cell phones of friends that worked together at the prior or current jobs, google the company and verify the reference. Advance homework will reduce a lot of aggravation on the back end.
Try to have your interview become a conversation. Many very good candidates are lost because interviews can be tough and looking for a job is usually not an enjoyable process. Even top candidates can fail to have their best qualities shine through due to nerves or the atmosphere created during the interview. If you can get the candidate into conversation mode you will get a true glimpse of them as a person and their faults and strengths become visible.
The New York Times published a blunt piece last year about the uselessness of job interviews (link). For an interview or hiring process to be helpful, you have to have some structure - ask questions that are job-related and ask for examples, behavior and outcome. For example, if you need someone who pays attention to details, you would ask, "Tell me about a time you spotted an error or a problem that other people did not see. What was the issue, what did you do, and what was the outcome?" You could also make your decision-making process objective by using a pre-employment test that provides you a structured interview! (I work at HR Avatar and thus highly recommend it, but there are lots of great providers out there.)
Matthew, In answer to your question, it is best if you ask yourself a few questions first. Start with, What am I looking for in an employee? What would the ideal candidate look like? What type of skills, knowledge and personality traits would be the best fit for this position? The purpose of asking yourself these questions first help you craft the right questions. This way you can get the information you need to choose the right candidate. If you would like me to walk you through the process, let me know.
Becky Hess
So tell me how many cigarette breaks do you feel are appropriate during your work hours?