A Quality Formula for Interviewing Candidates (Part 2 of 2) Questions to Ask in an Interview

Now that you have your hiring criteria, what questions need to be asked at the interview? Well, in addition to determining the skills needed and the personality needed, you also want to discover one additional thing. Does the candidate mesh well with your company culture? Here are a few tips to help you start off on the right track. Ask the same questions to every candidate. This will let you compare each one using the same criteria. In your list of questions, choose some that help you assess the actual skills of the candidate. Add in some questions that help you determine their personality. Finally, add in questions to help you determine if their values mesh with the corporate values. In a moment, I’ll give you a sample list of interview questions. First, though, let’s talk about the values part. This suggestion is one of those tips that has absolutely revolutionized how we hire. Ask Questions to Determine the Values that You Want in a Team Member. Just before Covid hit in 2020, my executives and I set an audacious goal to quadruple the size of the company. (I know. The timing was awful.) We knew that we would need to hire new candidates to help us get to the goal. We also knew that the company revenue had plateaued a few years ago. I realized that to get to the next plateau, we most likely would need to make some changes in personnel. One of our team members had a brilliant idea. We have a list of our corporate core values that we live by. Why not score our team members based on each of these core values. To experiment, I and the other two executives scored each other. Not surprisingly, each of us scored pretty high in each of the areas. Next, we each score every single one of our team members. Interestingly, the team members who scored very high in our values were also the ones who appeared to be the most productive for the company as well. The ones who scored lower were more mediocre by comparison. The technique worked so well for our current team, that we made it a part of the hiring process. So, in addition to asking questions to determine the skills of the candidate, we now ask questions to help us determine their values as well. For instance, core value number one at our company is responsiveness. We send out an email asking candidates to go to our calendar and set up a meeting. We automatically exclude candidates who take more than a day to respond.For full show notes, visit Questions to Ask in a Job Interviewhttps://www.leadersinstitute.com/a-quality-formula-for-interviewing-candidates-questions-to-ask-in-a-job-interview/

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