“If you were a tree, what kind of tree would you be?”
“What would I find in your refrigerator right now?”
“What kind of animal are you most like?”
If you’re hiring and you’re tempted to use questions like this, think again. They’ll rarely elicit useful information, and they’ll alienate most candidates.
Great candidates want to spend the interview talking about their background, the job you have open, and what they might bring to it. Start asking goofy questions about what kind of tree they’d be, and plenty of great candidates will be annoyed and question why you’re wasting their time – and plenty will decide they’re not a good fit with a hiring manager who hires this way. After all, interviews aren’t just about determining whether you want to hire the candidate. Good candidates will also be using the time to figure out whether they even want the job – and, if you’re the manager of the position, whether they want to work for you.
You should spend your time when interviewing probing into the candidate’s qualifications – asking in-depth questions about how they’ve operated in the past, talking over challenges they’ll face in this position and how they’ve responded to similar situations, giving them opportunities to simulate the work, and helping them get a better understanding of the job they’d be signing up for. If you start asking about the contents of their refrigerator, you’ll squander your time to do these things, and you’ll raise concerns about your ability to build and manage a high-performing team.
Not sure what to ask when you’re interviewing? Here are five questions that won’t waste your time or the candidate’s with goofy hypotheticals and will get you real information to help determine who to hire:
- What has your biggest achievement been at ___? What results there that you produced are you most proud of? (Then ask the same question for other jobs they’ve had. You’re looking for someone with a pattern of taking things from X to Y — with Y being greater than X.)
- This role requires a great deal of ___. Tell me about times in the past when you’ve had to use that skill.
- It must have been hard to do ___. How did you approach that?
- Tell me about a time when _____ (you were faced with a difficult challenge / you had to win over an unhappy customer / you faced an unreasonable deadline). What did you do? What did you do next? What happened after that? What was the result? Would you do anything differently?
- If I were to talk to your previous managers, what would they say are the things you’re best at? What would they say you need to improve in?
Truly probe into the candidate’s ability to do the job, avoid the goofy questions, and you’ll make better hires.
Are you guilty of using any of the hypothetical oddball questions? What are your favorite interview questions?Posted in People Management | Tagged building a team, communication, hiring, interviewing, Leadership