I snagged this story from DailyMail. I LOVE their website and they always have interesting stories. Needless to say about a month ago I shared one of the tips from this story and got a couple of email and Facebook messages that people had used it and had amazing results. So I thought I would share the entire story. Let me know if it helps you avoid hiring a dead fish in your office.
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How to not hire a dud: The killer interview questions every candidate should be asked
Job vacancies are rising, more businesses are hiring, the economy is looking rosier – so how do you find the right staff for your growing business?
Having interviewed hundreds of people over the years, made more than my fair share of hiring mistakes, and responded very badly to interview questions myself, the following tips are borne from bitter experience of hiring with speed and repenting at my leisure.
These killer interview questions will help you to sort the wheat from the chaff, as well as highlight some of the signs that should trigger alarm bells.
I only hope you can avoid some of the mistakes that I made with these key questions.
Avoid a deadbeat: Top tips on how to hire
‘Tell me about a work achievement you are most proud of?’
A deceptively simple question, but a very powerful one.
The main problem with any interview is getting through the fluff and guff of a CV to the heart of a candidate’s approach to work challenges. When they nominate an achievement, delve into the detail. What results did you actually achieve? What was their position and role? What were the key challenges and how did you overcome them? How did you create a plan?
What resources did you have? How did you manage the plan, resources and deadlines? What was your management style and how did you get results from your team? What went right, what went wrong, and what would you do differently? Interviewers will quickly build up an insight into how an interviewee approaches work and gets things done. If a candidate can’t name a strong or big achievement alarm bells should start ringing.
‘Can you describe an ideal colleague?’
This can be particularly revealing as most candidates will describe their own strengths. Also, ask them what they don’t like about colleagues as it can reveal pet hates.
‘What exactly would you do to solve this challenge?’
Give a practical example of a challenge that is facing you or your business right now and get the candidate to give you a practical step-by-step view on how they would overcome this challenge. The key is to distinguish between a consultant and a do-er, who can do good things for you. It is much easier to give a top level answer and broad brush advice. But you are looking for specific points and actions.
For example, what exactly would they do to solve the challenge? Have they done something similar in the past, and exactly how did they overcome the challenge and what were the results?
This way you move from the often fictional world of a CV to the real world.
‘What would you do in your first 100 days in the job?’
This gets to the heart of how a candidate would approach their day-to-day role and how they would manage targets and planning. A vague answer is a red flag.
What you are looking for is somebody that has the initiative, experience, wherewithal and passion to hit the ground running. If they haven’t thought about how they would approach the role, the role is probably not right for them.
Warning, warning, warning
Other warning signals to watch out for:
Inappropriately dressed candidates – if they can’t be bothered for an interview, they are not going to be bothered in their day-to-day role.
Poor social media profiles – either poorly maintained and managed or even worse some worrying posts or comments.
Lacklustre research – into the role, the company, the interviewer, the sector and market, or even failing to remember all parts of their CV.
Finally, if you have any doubts about a candidate at the outset, they are only likely to get bigger over time. Trust your gut feeling, otherwise it could come back to bite you in the future.
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