As you probably know, even the best written resumes will not give you the kind of understanding about a prospect that you’ll get from meeting them in person. But how do you push past the formalities of an interview to find out if the person in front of you will truly be a high quality asset?
First, let’s look at what characteristics a high quality asset would possess:
- Eyes on the ball. Outward looking. Not introverted or tripping over personal issues.
- Causative. Makes things happen.
- Interested in life and continually learning new things.
- Naturally assumes responsibility and runs with it.
- A well defined sense of exchange. Knows their prosperity depends upon the prosperity of the company.
- Good communication skills.
These attributes are desirable for any position from receptionist to CEO and in building your company dream team you shouldn’t settle for less. But is the prospect in front of you one of these?
Dropping the following six questions into the interview in a relaxed and conversational tone will get the prospect to open up and tell you about how they really are. Word the questions any way that is natural to you. This is a discussion, a friendly meeting of minds, not an interrogation.
However, don’t let the applicants ramble on. Get them to answer the question, acknowledge them and move on. Some applicants tend to over-respond, trying to give you the answer from every angle. These questions are designed to be met with brief and to-the-point responses.
1. What is your reason for leaving your last place of employment?
Are they critical of their previous employer? Was it someone else’s fault? If they left because they wanted a bigger game, why couldn’t they get it there? Exploring this area (you might want to go earlier) should make it clear if the prospect is genuinely seeking expansion or simply looking for another job.
2. Why would you like to work for us?
You’ll find out here how much they’ve done their homework on who you are. Ideally, they understand what your company is about and want to contribute and see a way they can. If their answer is all about them, watch out. Remember, no matter how entry level the job is, the person holding it should have a strong sense of contribution to the company. You don’t want freeloaders.
3. What position were you doing best at?
This question allows the prospect to open up and tell you what job conditions bring out their enthusiasm and productivity.
4. How can you best contribute to this company?
The answers they give will tell you if they are focused on the company or on themselves. This question explores their sense of fair exchange and understanding of how their welfare is linked to the overall welfare of the company. Watch out for glib answers.
5. (this is a two part question).
First ask: Do you have any questions about the job?
And handle any questions.
Then ask: So is this something you’d like to do?
You might think that the answer is obvious, but it isn’t always. Some applicants don’t really decide on a job until they find out more about it, visit the location and interview. The person sitting across from you may have decided that they want to look elsewhere. Find out now.
Hire An Ideal Employee – Guaranteed!
Extroverted, causative and responsible staff are an enormous asset to a company, not just for what they directly produce, but also for the effect they have on their co-workers. That’s why it makes sense to ensure you get the best prospects to interview and when you hire The People Link, you will. We interview and evaluate each prospect so you know who it is sitting in front of you in the interview.
Our 95% success rate leads the industry. Find out how easy and cost-effective it is to get high quality staff fast.
Contact Mya now at The People Link and see how
easy and cost effective it is to find quality staff today!
Mya Borgman 888-773-0014 or 818-890-9998
mya@thepeoplelink.com
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“You have my personal guarantee that the
candidate we find for you will meet or exceed your needs” |
