Our business is unique for many reasons; one of them is that we’re the people most likely to enjoy job interviews. Of course, we do them so often that they can become a little dull, so it’s never a bad idea to try a new style of questioning. Here are some potential questions to ask that might tell you more about a candidate’s history and their personality. We’ve divided these questions into two groups: stories and queries. Today, we’re putting the question mark back in and looking at queries.
You can use queries to get to know your candidates better as people and workers, to get an idea of what they value, how they perceive themselves and others and how they view their career and your position’s potential role in it. Here are some suggestions of questions to ask.
- Who was your best/worst manager, and what made them the best/worst?
- What do you think is the best/worst part of being on a team?
- How would your most recent boss and co-workers describe you?
Judgment and thought processes:
- How do you make decisions?
- What was the most bold/creative/risky/generous/resourceful/clever thing you’ve ever done?
- What are you most proud of?
- In what areas would you like to develop further?
- What makes you the best candidate for this position?
- What do you plan to do if you don’t get this job? (Be sure to phrase this question as a hypothetical, to see what general shape they’d like to see their career take, rather than a veiled way of saying they’re not getting the job.)
- Note: Don’t ask “Where do you see yourself in 5 years?”. If the past 5 years have taught us nothing else, it’s that the best-planned careers can go awry.
Are there any other questions you’d add to the list? Have you ever received any unexpected answers to these types of questions? (You know you have!) Let us know in the comments!