When it comes to the hiring process, employers can never be too careful about trying to make sure that they find the perfect individual the first time around, particularly given the current talent shortage. Unfortunately, the best methods and techniques for employers to use in their executive search and hiring procedures have long been up for debate. However, while there will never be a uniform, one size fits all method for interviewing candidates, there are four essential questions that employers should be asking at this time in order to learn valuable information about their work ethic, dedication, and temperament, etc. All of these qualities are basic elements that employers should seek to learn about an individual. To help achieve this, executive search firms have compiled these four questions, coupled with a few general responses and how they should be interpreted in order to help guide employers in their interview efforts.
First, interviewers should ask the candidate to tell them about a time when either a co-worker or customer was mad at them, as well as why this person was mad at them, and what they did to handle the situation. The best answer any candidate can provide to this line of questioning is to admit their fault in upsetting the individual in question, to say that that took responsibility for the situation, and did the best to right it. A not quite as good, but still very acceptable answer, would be if the candidate were to describe how they handled the situation and took care of the problem, without focusing on whose fault the issue was. Employers should take it as a warning, however, if the candidate passes off all blame to the other person. One sign of a good employee is the ability to stand up and take responsibility for their mistakes, learn from them, and be willing to do what is necessary to right those mistakes.
Second, the interviewer should ask that the candidate describe the toughest decision they have had to make recently in order to determine their problem solving and reasoning skills as well as their ability to take certain risks. The ideal answer an employer should hope for would be one that demonstrates a decision based on carefully considered reasoning based on data and which takes others and the consequences into consideration. An acceptable answer would be one which still demonstrates the candidate’s ability to make logical decisions based on data. The worst possible answer is no answer. Everyone has to make tough decisions, but it is those who are capable of using logic and reason, and are take facts and data into account in these processes as opposed to making decisions based purely on gut instinct and emotions.
These two factors alone are indicative of a highly skilled candidate, being that they can keep a cool head, make careful decisions, and handle matters effectively even if it means being self-deprecating or making choices that others might shy away from. A good employee is someone who will do what is necessary and do it wisely. This line of questioning can help interviewers determine the presence of these qualities in a candidate.
For two more important interview questions look for the second half of this article.
Published by Conselium Executive Search, the global leader in compliance search.
