When you have finally selected that person to come in and interview for you, it’s important to make sure that you set in place a strong and consistent set of procedures that allow you to really get to know the person in question and avoid any possibility of getting fooled by your interviewee. Following these rules can help you best determine who is really the best fit for your company. Asking the right questions can help guide your interview in the direction you want it to go. You want to find the balance between setting the tone of leadership and being inviting to honesty and open communication.
Avoid asking questions they can easily turn around
Here are the types of questions you want to avoid:
What are your strengths and weaknesses?
What is something your former manager would like you to improve on?
Tell me about a time you handled a difficult situation.
“Strengths” and “weaknesses” questions, for example, are a simple opportunity to get candidates to highlight all the wonderful things about them and avoid mentioning what they could work on more. Some candidates will be very honest and tell you something they legitimately could work on best, but even if you do get a substantial answer, it doesn’t tell you much about them. Most of the time, candidates take the opportunity to make themselves sound good in every light.
Make sure to ask questions that require more factual responses
Here are the types of questions you may want to ask:
What makes you a successful sales person and what can you show me to prove that?
If you had to live your life all over again, what one thing would you change?
Tell me something about yourself that I don’t already know that tells me why I should hire you
Gisel manages a recruitment blog for ProSky, a one-stop hub for everything job training and job recruiting, where she creates content and writes about everything under the sun that is related to talent management and hiring.