How can you identify work ethic and motivation in interview questions?

Behavioral questions can be a powerful tool for predicting future performance in job interviews. By asking questions that focus on past behavior, you can gain valuable insights into an individual's thought processes, problem-solving skills, and how they might respond to similar situations in the future. Identify the key competencies and skills required for success in the role or situation. For example, if you're hiring a manager, you might want to focus on leadership, communication, and decision-making skills.

During interviews, you can gauge a candidate's work ethic and motivation by asking about their past experiences, such as how they've handled tough deadlines or solved problems at work. Pay attention to how they approach challenges and whether they're willing to go above and beyond what's expected of them. Ask about their values and long-term goals to see if they align with the company's culture and the role they're applying for. Additionally, observe their enthusiasm and confidence in their answers, and consider reaching out to their references for further insights into their work ethic and reliability.

Find out how someone works hard and stays motivated by asking questions like: 1. Describe a time when you had to meet a tight deadline. How did you manage your time and stay motivated? 2. Can you share an example of a situation where you went above and beyond what was expected in your job? What pushed you to do that? 3. How do you handle repetitive tasks that might be less exciting? What keeps you focused and committed? These questions help understand candidate's dedication, efforts, ability to handle pressure, and their intrinsic motivation factors.

1. How will you manage a situation where your team member is struggling to get the work done? 2. Give a list of different task and ask the candidate how will you prioritise all of this to complete in a single day.

Work ethic and motivation are without any doubt two most valuable parameters for any job. My favourite question to assess the work ethic part is as below- "Tell me about a situation where you faced conflict within the team/with your lead/supervisor/peer/junior. How did it get solved if it got solved?" listen to the answer very attentively and try and understand the approach- you will find your answer. For motivation, I go direct and check for the same or questions like below can help- "Tell me about a tough goal you achieved or tried for and what kept you going?"

Over time, I’ve noticed that interviewers are quick to fill in the gaps of the candidates answers. In situational questioning, you have to keep yourself from jumping in. In some cases silence can be a great tool. Candidates react to silence by filling in with more information than intended. Then follow the answer with additional situational questions that allow you to understand why the candidate came to the conclusion and what caused them to choose a specific path. See how deep you can pursue the specific situation. The answers tend to offer an understanding of problem solving, ability to identify cause and effect, tendency to collaborate, delegation capability and continuous learning.

Here three good examples: 1. "Imagine you are working on a critical project, and suddenly a key team member is unable to continue. How would you react and what steps would you take to ensure the project is still completed successfully?" 2. "You're the team leader for a project and receive news that the deadline has been moved up by two weeks. How would you motivate and organize your team to ensure the new requirements are met?" 3. "A customer is vehemently complaining about the quality of a product or service you provided. How would you handle this situation to restore the customer's satisfaction and strengthen trust in the company?"

Some typical examples: 1. "Can you tell us about a challenge or frustration you encountered in your work and how you dealt with it?" --> This question allows assessing not only the candidate's resilience but also their ability to navigate obstacles and find constructive solutions. 2. "Could you share a situation where you felt particularly proud of your work? What contributed to that feeling, and what significance does that experience hold for you?" --> This question encourages the candidate to reflect on a specific situation where they valued their skills or contributions highly. It helps understand not only their achievements but also their values and perception of meaning and fulfillment in their work.

The best interviews include behavioral, situational, and motivational questions. Using a combination of all three can tell you a lot about how the candidate interprets what you are asking; and get a better sense of what the candidate brings to the table. I often tell candidates that even when asked a situational question, if you have an example to show how you have done something in the past, use it. This will help the interviewer to see who you are and how you work. Another key component to interview questions, are the follow-up questions. Don't be afraid to ask for clarification or ask questions that allow you to dive deeper into how the candidate works, makes decisions, and collaborates with others.

I start with a question about a specific project and then instead of just a few follow-up questions, I dig deeper. Some questions to ask: Who were you working with? What challenges did you face? How did you overcome them? Depending on the person's responses, I decide what I'd like to learn more about. My goal is to get the sense that I am working with the person on this project and they are bringing me up-to-date. I want to feel like I am part of their team and get a sense of what they are like to work with. This way, I also get a glimpse of how they communicate, what frustrates them, how they approach decision making and more.