Wouldn’t it be great to know ahead of time what questions you were going to be asked in an interview?
In a recent post, we outlined the 6 questions that a candidate should never ask during a job interview. This week, we wanted to hear the interviewing process from an HR perspective so for our segment, Ask an HR Guru, we reached out to a diverse group of HR professionals to ask: What is your go-to interview question?
“If you were going to write a best-selling book on leadership, what would the first 5 chapters be titled and why?”
It makes applicants think a little deeper than normal and it also requires them to go beyond the standard 2 or 3 typical answers that everyone has.
“Tell me about a time you made a mistake. What was it and how did you resolve it?”
We all mistakes, the key is to own up to it and learn from them. This shares a lot about the person and how they would handle adversity.
“Tell me about a time you had to make a decision on the job when you had conflicting or competing priorities? What was the situation? How did you handle it? What was the outcome?”
Presuming that quite a few questions have already gone by, a good candidate will have already researched the company and may even anticipate the main work load and competing priorities the job entails. Will the successful candidate be creative? Willing to ask for help? Be able to travel at a moment’s notice? Work alone? Probing for what results were achieved will let you know whether or not this applicant can think outside the box or not.
I am not a big fan of behavioral interviewing. I feel like most job-seekers have formulated cookie cutter responses and you really don't get to know the true individual with those types of questions. My primary goals at the interview stage are to find out if the job applicant can do the job and whether the candidate can hold a human conversation. That's why I only rely on conversational interviewing instead of scripted questions.
“Describe your ideal job.”
This question tells me a lot about what they value in an employer and whether they would be a potential cultural fit.
“What motivates you or inspires you to work for us?”
“What are 3 adjectives or adverbs that would describe you?”
I ask this question so that I can put the words up at the top of their resume to remind me of the conversation we just had – what would they be and why.
"What do you think the biggest challenge will be for you in taking on this position?"
"What do you know about us?"
This simple question tells me who is really interested in the position and the company. It shows that they took time to prepare for the interview. We are looking for people who will help push the company forward. Often times, we hire someone with much less experience that is ambitious, over someone who is extremely experienced, but has no passion.
This concludes this segment of Ask an HR Guru. If you’re an HR Guru and want to participate, reach out to us at email@example.com, or subscribe to our blog to receive the latest updates and news in the HR community.
This blog was written by Ally Edwards, Marketing Guru at PeopleGuru. This post may not be copied or published without permission.