Most recruiters have had their own share of bad hires:
The employee who stole equipment, the salesperson who never made a sale, the woman who continually fell asleep at her desk and did her personal errands while out of the office on company business.
Some hired based on likeability, “experience,” and references. But most times the very competent people often fail due to core character issues.
It is, however, good to look for both character and emotional intelligence to make the best hires. One needs to make hiring decisions based on solid information — and not just from gut instinct and first impressions gained during an interview. This requires well-planned questions that ask for genuine answers which surface real opinions, character traits, and values, as well as critical skills.
Consider the following questions to produce meaningful information about your potential job candidates so you’ll end up with the best:
This is among the best interview questions because it asks the job candidates to define what sets them apart from the intense competition in today’s job market.
Faced with a big stack of resumes telling a similar story, this question helps you decide the best candidate.
interviewees who do a great job explaining how their unique experience, education, industry credentials, and personal interests will power your business will do the same thing for your company once hired.
What you’re looking for is their coping mechanisms—both emotional stability and resourcefulness.
Did they personally solve the problems or did someone else have to take charge? How much and for how long did this problem or these problems affect their work and life? How does their idea of “serious” compare with yours? Does their reaction seem right or extreme? How did their judgment and solution compare to how you would have handled the situation?
How does their idea of stress compare with what happens every day at your workplace — and would their level of competence in coping be sufficient for your organization?
Failure can be a critical learning experience
If they have never failed, either they are lying or they are extremely risk-averse. Do they blame others or accept responsibility for the failure? Do they seem teachable? What does their attitude say about humility or arrogance?
Certainly, your interview questions have to meet the job criteria. Of course, these questions assume the job candidate must interact with people and use sound judgment.
Given that’s a valid assumption, these questions, among others, can mean the difference between a great hire and a bad hire or a costly termination