In a book I co-authored earlier this year titled “The CEO’s Guide to Talent Acquisition" we highlighted a list of questions that a hiring managers should consider using in the interviewing process. It’s not rocket science and... I am in NO way suggesting that this is a complete and comprehensive list of questions. I am only suggesting that you might find some of these questions interesting the next time you conduct an in person interview. Whether you use some of these questions or a list of your own, you should try to create an interview questionnaire that you follow in each interview session. It will make the interview flow much better and give you a way to benchmark and compare answers to the same questions.
- What question do you have for me right away?
- What would really surprise me about you? What else?
- What’s your real motivation to change jobs? No, the real reason (test, re-test)
- What’s your philosophy on goal setting?
- What reading material would I find on your coffee table, nightstand, kitchen table, car?
- Tell me a story about you placed in an ethical dilemma and what happened?
- How did you earn money while in college?
- How far away from home have you traveled? (Have a map on your desk)
- Draw me a pie chart showing how you spend an 8 hour day.
- Are you a curious person, and if so, show me an example
- What’s your favorite success story and failure story?
- What should I have asked you that I haven’t?
- Want to be a millionaire? Why? What are you doing to prepare for it?
- How would your world change if you made $35,000 more next year?
- Are you ready to resign form your job in 5 days? What will they do when you quit? What will they say about you after you have left the company?
- Share some stories about the 4 most influential people you know.
- Have you ever created a 30, 60, 90-day strategic plan for your job or a future job? (Well, today’s their lucky day)
Happy interviewing!!!
- Tim Tolan's blog
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Comments
Tim,
These are very interesting questions. If you had only 5 minutes to ask one question of a candidate who, on paper, appeared to have all the skills you were seeking, which of the 17 above would you ask?
Joe:
If you only had 5 minutes and the candidate you were interviewing met the position profile, and in your mind was a "dead ringer" for the opening - I would validate their motivation to make a career change by asking: "What's your real motivation to change jobs? No, the real reason (test, re-test)". Keep digging — it will eventually come out.
The answer to this one question should set the stage for any follow-up questions you may have as long as you know they are motivated to move to the next step. I always like to know that I am spending my time on a candidate that is highly motivated in making a career change and is genuinely engaged in the hiring process. It's a good practice to qualify that up front. Great question!