Deciding to bring someone new onto your team is a big decision. Whether you’re adding to your existing sales team, or you’re hiring your first person as a solo business owner, you want to make sure you hire someone who can do the job well and will love what they do. You want this new employee to not only have all the right skills, but to be someone you enjoy working with.
To help you find the perfect fit, it’s important to go beyond the usual job interview questions, says Barry Moltz, a small business speaker and a member of the Entrepreneurship Hall of Fame. Want some ideas on what to ask? Keep reading this issue of Promotional Consultant Today. We share eight questions Moltz recommends asking during the interview process.
1. What do you hope to learn at this company in this position? The answer to this question provides insight into the candidate’s interest in growing and improving. It’s better to bring on someone who wants to learn and develop new skills than someone who is there to simply do their job and go home.
2. Tell me about a time when … Moltz likes this statement because it requires a specific example. If you’re hiring for a sales role, candidates may have polished responses ready to go. This inquiry allows you to move past the generalities and learn about a candidate’s personality and skill set.
3. What is your most significant career accomplishment? Some people may generalize and say they’re proud of many things in their career. Don’t settle for that answer, though, says Moltz. Their response can help you see what they value and determine if it aligns with your company’s values.
4. If you could start your career over, what would you do differently? This question sheds light on the candidate’s career path. It also helps you see how well they adjust course. For example, are they still bitter over a job they didn’t get in the past, or have they moved forward toward another goal?
5. What frustrates you the most (or really gets you mad)? Interviewees may hesitate to answer this question, but it’s a good one to ask. It helps you learn what irritates them and how they may channel that irritation into something positive.
6. What do you know about the company? Make sure this is on your list of questions. If the candidate doesn’t know much about your company, they either haven’t done their homework or they’re not that interested in the job.
7. Tell me about the worst relationship you had with the people you worked with in your last job. Listen closely to the candidate’s response—it will reveal how they handle conflict. You don’t want to work with someone who blames other people and doesn’t take ownership when difficulties arise.
8. Is it better to be perfect and late on a task, or imperfect and on time? Moltz points out that most small businesses need things to be completed on time, but not necessarily perfect. Make sure the candidate’s response aligns with your needs.
You can still ask the standard interview questions like “Where do you see yourself in five years?” and “Why should we hire you?” but consider mixing in some of the questions above. The answers will help you gauge whether the applicant is a good fit for you team.
Compiled by Audrey Sellers
Source: Barry Moltz is a small business speaker and a member of the Entrepreneurship Hall of Fame. He’s the author of six books and a radio talk show host in Chicago.
Used with permission from PPAI Media