Exclusive: Natalie Dawson’s Top Interview Questions to Hire Exceptional Talent!

When it comes to hiring exceptional talent, asking the right questions is crucial. Natalie Dawson, a renowned expert in leadership and team building, has shared three powerful interview questions that can help hiring managers identify the perfect candidate for their organization. These questions dig deeper than the surface, uncovering a candidate’s preparation, past performance, and future aspirations. Let’s explore each question in detail and understand why they’re so impactful.

1. What research did you do about our company?

This question reveals a candidate’s level of preparation and genuine interest in your company. A thoughtful response demonstrates that the candidate has invested time to understand your organization’s mission, values, and goals.

Why This Question Matters

• Assessing Commitment: Candidates who take the time to research your company show they’re serious about the role and respect your organization.
• Cultural Fit: Their understanding of your company’s culture can indicate whether they align with your values.
• Critical Thinking: Their insights can provide clues about their ability to analyze and connect with your business.

What to Look For in an Answer

• Specifics about your company’s history, products, or recent initiatives.
• Evidence of alignment between their values and your organization’s mission.
• Questions they ask in return, showing curiosity and engagement.

Pro Tip: Candidates who fail to demonstrate knowledge about your company might lack the initiative required for the role.

2. Walk us through your past 3 positions and what results you were responsible for in each role.

This question is a goldmine for understanding a candidate’s experience and track record. It provides insight into their skills, accomplishments, and growth trajectory.

Why This Question Matters

• Performance Evaluation: It helps you gauge the tangible impact they’ve had in previous roles.
• Skill Relevance: You can determine how their past experiences align with the demands of the current position.
• Growth Potential: The way they describe their career progression can indicate their adaptability and ambition.

What to Look For in an Answer

• Clear, concise descriptions of their responsibilities.
• Quantifiable achievements, such as revenue growth, project completion, or team leadership.
• Examples of challenges they overcame and lessons learned.

Pro Tip: Strong candidates will connect their past experiences to the needs of your company, demonstrating how they can contribute to your success.

3. What professional goals would you like to accomplish over the next 5 years?

This question uncovers a candidate’s aspirations and whether they align with the opportunities your company can provide. It also gives insight into their motivation and long-term vision.

Why This Question Matters

• Alignment with Company Goals: Candidates with goals that match your organization’s growth trajectory are more likely to thrive.
• Motivation and Drive: Ambitious professionals who set clear objectives often bring energy and focus to their work.
• Retention Potential: Understanding their goals can help you craft a career path that keeps them engaged.

What to Look For in an Answer

• Specific, achievable goals that demonstrate ambition.
• Alignment between their aspirations and the opportunities within your company.
• A balance between individual growth and contributing to the organization’s success.

Pro Tip: Candidates who lack clear goals might struggle with long-term focus or direction.

Why Natalie Dawson’s Questions Work

These questions go beyond the basics of “What’s your greatest strength?” or “Where do you see yourself in five years?” They encourage candidates to reflect on their past, present, and future, offering a holistic view of their potential fit within your organization.

By incorporating these questions into your interview process, you can:

• Identify candidates who are genuinely interested in your company.
• Evaluate their ability to deliver measurable results.
• Align their career aspirations with your organization’s vision.

Final Thoughts

Hiring the right talent is one of the most critical decisions a leader can make. By using Natalie Dawson’s thoughtful and strategic interview questions, you can build a team that not only meets but exceeds your expectations. Remember, the best candidates aren’t just looking for a job—they’re looking for a place where they can grow, contribute, and make an impact.

Are you ready to transform your hiring process? Start by asking the right questions. Want to dive deeper into asking the right interview questions, building exceptional teams and mastering the art of leadership? Grab a copy of Natalie Dawson's book, Teamwork, and discover more actionable strategies to create a thriving, high-performing workplace. Don’t just hire talent—build a team that transforms your business!

ABOUT THE AUTHOR:

David Bradley is a 10X Training Facilitator & Coach with Cardone Training Technologies. For more information on creating a culture of learning, development of proficiency, handling objections and real time situational training solutions, call? 310-777-0352; fire off an email to [email protected]