Bin the common Qs, Be original - Interview questions for finding the perfect fit

It all boils down to one thing - interviews have lost their zest for finding the perfect fit. They help hiring managers make a decision about your experience or suitability, but they rarely delve much deeper into personality or culture fit. And we all know there’s more to the right candidate than what’s on paper.

Interview questions need a face lift. Meeting potential employees should be a curious and enjoyable experience for both recruiter and candidate. It’s a delicate balance between;

• genuine enthusiasm.
• natural conversation.
• happy environment.
• cracking, insightful questions.

So, what questions will determine the right candidates for the job? How do you get a real insight into how a candidate ticks? What questions will actually inform your hiring decision? Well, here’s a few to get you started.

The unusual suspects - Interview questions with a twist.

• How would your boss describe managing you?

This is a sneaky one that’s all about getting to the bottom of strengths and weaknesses.

The old chestnut “What are your strengths and weaknesses?” is a bit of a non-starter. If you were in the running for a new job, you’d be very selective in answering with an emphasis on the good stuff.

Tackling this question from a boss’ perspective adds a little objectivity to the mix. A good candidate could answer this in regards to working style, achievements, attitude to collaboration or even personality traits. It’s a question that opens up their ability to self-assess, while giving them a case to sing their praises.

• If problem X occurred on your first day, what would you do?

This is a goodie as problem X could be anything.

• What if a customer complaint was thrown your way?
• What if you needed to prepare a presentation with no notice?
• What if you were called to step in for a more experienced team member?

It’s a tough question that demands candidates to think on their feet and use all the company knowledge and best practice techniques they have. It’s not a case of right or wrong here, it’s more about getting to grips with their problem-solving and thought process. Perhaps they will call on senior employees or maybe they will use existing initiative and have a bash at solving the issue themselves?

This question is great for putting something very important to the test - did they do their research? Preparation is key to a good interview so don’t be afraid to test their commitment. If they know nothing of team size or departments, there’s a good chance that they just want a job and not a place on a team they respect.

• Describe the best day of your working life.

This question is a good one for uncovering what’s valuable to a candidate. Again, there’s no right or wrong answer, it’s more about what ‘best’ means to them. With company culture playing such a big role in recruitment, this question allows candidates to educate the interviewer on previous culture measures. What do they expect from an employer?

Many candidates may name drop clients or accounts they won, share personal triumphs or describe a company day out. Knowing what makes them happy is massive when it comes to retaining talent.

• What advice would you give to a young, professional you?

Another strengths/weaknesses fave, this is a good ‘un. Hindsight teaches us a lot but rationalising experiences and learning from them is a true skill. By asking candidates this, you encourage them to draw on their experiences and pick out what matters to them as a professional. Maybe they’ll choose something practical like time management or perhaps they’ll lean to personal attributes like patience and learning. It’s a question that opens them up to chat about themselves in a meaningful, work-related way.

• If you could work for any company, who would you pick and why?

This is another value-centred question. The typical answers could be Apple or Google but be sure to question their reasons. Some candidates gravitate towards company culture, some towards status as industry titans. It gives you a peek into what they value in a company, while also giving you a clue as to their long-term career goals.

It might seem like a more common question but it’s the ‘why’ part that matters. Pry further and really unveil what makes them tick as a professional. If they reply with a culture-based answer, why not ask what characteristics could transfer to your company? What type of team events or incentives do they operate? If they are more industry/status inclined, follow up with questions about profit, competitors or approach to social media or sales. Get more for bang for your buck with your questions.

Identifying the top talent for your company is about ‘fit’. Traditional interview questions are great for breaking the ice and scratching the surface but they’re not ideal for testing what can’t be found on paper. Personality, attitude to company culture and self-assessment are all biggies in finding the right person for a specific job, all things the normal questions don’t really tap into.

Be bold with your questions. This is your time to push and demand more from candidates, they do it with us! Don’t be afraid to drift off the outlined questions and follow a tangent if it comes up. Conversations are better than speeches so open the interview up.

These are just my thoughts, but I’d love to hear yours. Find me on LinkedIn or just drop me an email here! Darren Brown.

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Twitter snippets.

• Interviews have lost their zest for finding the perfect fit.
• There’s more to the right candidate than what’s on paper.
• Traditional interview questions are not ideal for testing what can’t be found on paper