Find the Right Employee with These Interview Questions
By Dan Stevens, President of DDS Employee Screening Services
Welcome to Part 3 of “Fitness for Your Business” series (you can find parts one and two here and here). Today, I will go over the importance of a proper interview and give some recommendations on interview techniques and specific questions to ask and why. Utilizing a strategic plan of action during an interview, will give you a better understanding of an applicant’s profile to better determine if they would be a good fit for you and your business.
Before we get into the specifics, I want to recommend that you develop a standardized job application that elicits the kind of information you can verify during the next part of the hiring process, while making sure that any questions are within Federal, State and Local compliance, like “Ban the Box” in New York. If you are not sure, I will be happy to guide you through.
You’ve had the candidate fill out a compliant application. You have confirmed a date and time for the initial interview. The results of this interview will determine how or if you will proceed next regarding the hiring process of this candidate.
If you think that the interview process is not that important, let me give you just a quick idea of how unproductive it can be to hire the wrong person.
The direct and indirect effects of a bad hire in terms of time, money, and productivity as it relates to the pre-employment process, actual hiring process and training process can cost you several hundred to several thousand dollars. Understanding that may drive you to do it right the first time.
Let’s start with a list of your expectations, understanding that you will see a candidate at their best during the interview process. If they do not meet your basic expectations at this point, I can almost guarantee that it will only get worse if they get hired. There is a big difference between filling a position with just a body as opposed to a great employee.
Here are a few considerations during the interview:
First, is the applicant on time? When I say on time, I really mean early. If an applicant is really interested in the job and making a good first impression, they will show it before you even meet them by waiting for you, rather than the opposite.
What is the applicant’s appearance? Do they look like a good representation of your business? Remember, you will see them at their best during this interview!
How much does the applicant know about your industry and business? If they applied for a job, they should know the kind of business that they seek to work in.
How is their attitude? Do they seem happy to be considered for the job, or do they seem annoyed that they are there?
Do they clearly understand the questions you ask?
Are they pleasant and engaging in answering your questions clearly, precisely and to your satisfaction?
Would you be comfortable with them representing you by communicating with your clients/customers?
Make sure that most of your questions are “Open Ended” rather than “Closed Ended.” Make sure that most questions you ask require an answer with an explanation other than a simple “yes” or “no.” Listening to descriptive responses will help you understand the candidate’s thought process better and their ability to articulate them.
I would suggest that you have the ability to take notes to help you remember their answers.
The following is an expanded list of interview questions. They are in no particular order and can be adjusted based on your particular business, industry and job title:
Tell me about yourself.
Why do you want to leave, or why did you leave your current or last job?
What do you know about this company?
Why do you want this job?
Why should we hire you?
What is your greatest strength?
What is your greatest weakness?
What are your salary expectations?
How do you handle stress and pressure?
Describe a difficult work situation or project and how you handled it.
What are your goals for the future?
Tell me about a time you set difficult goals and did you accomplish them?
Pitch our company to me as if I were buying our product/service.
Tell me about good and bad relationships you've had with the people you've worked with.
What project would you consider your most significant career accomplishment to date?
What have you done professionally that is not an experience you'd want to repeat?
How do you feel about punctuality and attendance regarding your job?
In a minute or two, could you explain a complicated work situation that you overcame?
If I were to poll everyone you've worked with, what percentage would not be a fan of yours and why?
Tell me about a time you screwed up at work and what you did about it.
Who is the smartest person you know personally? Why?
What is something you'd be happy doing every single day for the rest of your career?
If you had $40,000 to build your own business, what would you do?
What's the biggest decision you've had to make in the past year? Why was it so big?
What has surprised you about this interview process so far?
Do you have any questions for me?
Competency Questions:
Ability to respond to deadline pressure:
Was there a job that you had to make deadlines for? Describe a time you made an extraordinary effort to meet a deadline. What did you do and what were the results?
Customer service:
Give me an example when you were working with a client who was unhappy with the service they were receiving from you. What did you do and what were the results?
Initiative:
What was the most difficult task you have had to learn? How did you learn it and what was the result?
Results oriented:
Were you ever involved in developing a new program or service. What specific role did you play? Was it successful?
Stress tolerance:
Tell me about a situation that involved a sensitive or important project, unrealistic deadlines, or rejection of your work. How did you handle the situation?
I hope this installment of our series gets you ready for your first or next interview. In our next installment, I’ll discuss and give details on the very important due diligence process and how that can be the make or break information you need in the hiring process.