Steal These Interview Questions
VOLUME SIX
If you're hiring now to fill a leadership role, please steal these interview questions to break out of your old routine and into more meaningful conversations with your candidates:
How do you like to be managed?
This is a surprising curve ball I like to throw to learn more about how much direction candidates want and need on the job. Most people put micromanagement at the top of their naughty list. But it's important to learn?how much air and space a potential hire prefers to build the strongest foundation for a successful working relationship.?
What would you do over?
After the first five years in one of my new companies, a venture capitalist asked me which three things I would go back and do differently on day one based on what I'd learned. I love this question. If you ask a candidate to tell you what they'd do differently (and better) on their most recent job, you'll gain insight into how much they're paying attention to their own professional growth.?
What's the one thing that makes you the strongest candidate?
I often save this fastball for one of the last hard-hitting questions of an interview. If the candidate can give you a succinct answer on their one best selling point, you can access their levels of self-awareness, confidence, and humility based on what they say - and especially how they say it.?
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Flip The Script
Save enough time at the end to make sure you're asking candidates for the most important questions they have for you. Target your ask in a way that commands a strong response. Too many candidates blow this grand finale - proving they haven't done enough homework to bring incisive content to the table. Brave candidates won't respond with softball questions. Look for people who put in significant preparation to ask smart, tough questions.
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