Exceptional questions, informative answers
Attracting talented workers, obtaining applications from them, and recognizing capable employees is absolutely essential to building a company or team. But information on abilities and experiences as well as grades and testimonials alone do not say enough about the applicant. Will the personality and leadership style of the candidate complement the team productively? And is the applicant able to cope with the pace of the company and does he have entrepreneurial thinking?
The following six - at first glance rather unusual - questions for a job interview allow for honest and open communication with the candidate and help find the exact candidate for your job Company to find.
Question 1: "Suppose you do not work for us in the next six months, what do you think is the reason?"
By answering such a question, the candidate gives an insight into his principles and values. It becomes clear whether the candidate is interested in a long-term commitment to the company or whether he is a so-called job hopper and the new job will only be another step in the CV. In addition, one recognizes whether the applicant may also be quickly frustrated and in turn seek new challenges if he can not enforce his own ideas.
Question 2: "Are you the heart and soul of our company?"
Outstanding candidates quickly establish relationships with different employees in different departments and work well in interdisciplinary, cross-departmental teams. They can act as a starting point for questions and problems and enjoy the trust of other employees. Especially for companies in growth phases, such employees are true rough diamonds as they build a real bond with the company.
Question 3: "What's wrong with you?"
Most applicants like to talk about what they can do well, to do and who they want to be. This question is, however, more difficult to answer. The focus is not on tasks or activities that the candidate does not control, but on the possibilities that he finds to do unloved tasks. How does he deal with high workload? In the dialogue you will find out how the applicant responds and challenges.
Question 4: "What was the hardest nut you cracked in your professional life - or cracked - have?"
This question builds on the previous one and the answer shows how the potential employee tries to deal with failures or solve complex problems. Also the deal with other employees becomes clear: Is the cooperation sought or problems are solved rather in the Alleingang? Discussions about batting are far more interesting and informative than the unwinding of successes and career goals.
Question 5: "What do you need from your boss or team to really work?"
The answers to this question provide a whole lot of information about the applicant. How much self-confidence does the candidate have? How independent does he or she work, how much support or coaching is needed and how is success defined? In addition, the information can also be used to improve their own leadership qualities!
Question 6: "Tell me about your most frustrating workday of the past months."
If an applicant is asked to answer the question first about the last employer or the boss or the team, this already shows much about the morality and the professionalism of the candidate.
In addition, this question may reveal how well the candidate is engaging despite disagreements. At Shutterstock, for example, we use the disagree and commit principle - a decision-making method. Here many different ideas are collected and taken into consideration until finally one of them is implemented. It is of course perfectly okay if an employee disagrees. Nevertheless, it is important to get involved for the jointly decided thing. Good applicants have entrepreneurial thinking and are motivated to implement the given strategy for the benefit of the company.
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