With a more competitive market at large, a key to the success of any business are its people who make the vision a reality.
Recruitment plays a vital role in ensuring that the right candidates are hired as team players that deliver results. Foster a conversation that aims to understand what a candidate is like and assess his/her career potential instead of getting curated answers prepared for standard interview questions.
Remember that the approach is to engage, converse and get to know the real candidate.
1. The Task and the Approach
“Tell me about a task you had to do and the approach you took.”
Instead of the usual strengths and weaknesses question, asking a candidate to share an actual experience that involves stating a task, problem or a challenge and probing how it was addressed gives a clearer sense of his/her problem solving and conflict management skills.
What it may tell you: A candidate’s thought process, ability to structure and present ideas.
2. What and Can
“What can you do and want to do here?”
Traditionally, candidates are asked why they are interested to work for you. Most likely, rehearsed responses that address the company’s objectives publicly available and match items listed in the job description are to come up. However, an open-ended question that asks what the candidate wants to do and thinks he/she can do help evaluate motivations, and areas a candidate is passionate about.
Making the candidate have a think through how he/she can contribute to the business may be beneficial to the candidate as it allows him/her to envision a career track ahead.
What it may tell you: Career motivation, areas of interest, potential for development.
“What do you think it would take for you to succeed in your role? What do you do for fun?”
Exploring what constitute success and happiness give a sense of a candidate’s personality and take on handling various aspects of his/her life. The approach allows the employer to gauge how a candidate may be motivated to be more productive and identify what factors influence the quality of work.
What it may tell you: Career motivation, work style.
There will be interactions that would leave a mark, while some would be easily forgotten. Getting to know a candidate through an approach that solicits practical and experience-based responses should give a clearer idea of what a candidate is like and how he/she may thrive with the team.