viernes, 22 de agosto de 2014

10 questions to ask when interviewing candidates

Finding the best person for a position requires more than just matching up skills with job requirements. These questions will help you determine how well a candidate can really meet your needs. 
Hero

1: What are two or three major trends affecting this industry and how do you see them affecting the profession?

This is a big picture question, and the trends the candidate identifies are less important than the candidate's ability to identify broad industry trends and articulate their impact

2: Tell me about a time you were asked to perform a task or project you didn't understand

This question is more appropriate for staff than leaders, but in both cases will help tease out how candidates act in unclear circumstances

3: Tell me about a time you were asked to do something you've never done before (new technology, different type of project, new industry, etc.)

This is similar to the previous question, but the crux of this one is whether candidates are self-starters who can rapidly adapt to a changing environment.

4: Do you get bored easily?

This is an interesting question, since the two extremes of possible answers may be "correct" depending on the role you're trying to fill

5: What types of activities would you expect and prefer this role to entail?

This is a subtle way of determining whether candidates understand the role they're applying for and whether their expectations match yours.

6: Where do you want your career to go and what skills would you like to learn and develop as our employee?

 If a candidate expects development opportunities you can't provide, you'll need to reconcile that concern or end up with an unhappy employee.

7: If you could make two or three changes at your former place of employment, what would they be?

Like question 1, the content of the answer is less important than the thought process that goes into the answer -- unless the best the candidate can come up with is something banal like, "My last employer should have bought better coffee."

8: Ask a case question

Provide an overview of a recent situation you or your company faced and test the candidate's ability to identify and articulate a solution on the fly. 

9: Ask a "tough employee" question
See if candidates ask relevant questions about the situation and observe their thought process in determining how to resolve the situation.

10: Ask about a hobby or interest (if it's mentioned on their résumé)

Rather than making small talk, you want to see if candidates are well-rounded individuals and get some feeling for their personality.



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