Since cultural fit is a requirement for any employee to succeed, don't underestimate the power of these interview questions in determining whether your applicant fits your culture. With good fit, skills, and relevant experience, the new employee will succeed. Use these questions to assess cultural fit. See how to assess your candidate's responses to your interview questions about cultural fit.
These are sample interview questions that will help you assess whether your prospective employee is a good match with your workplace culture and environment for employees.
As you seek and review your candidate's responses to your interview questions, keep these guidelines for assessing their interview question responses in mind. You'll hire better employees if you do. The following sample job interview questions enable you to assess what motivates the candidate that you are interviewing. They will help you assess your candidate's skill and ability in motivating employees in his or her former jobs as well as allowing you to assess his or her personal level of motivation. These questions help you discover what your candidate finds motivating at work. Every employer seeks employees who have an intrinsic motivation that is related to work. Because all candidates are motivated about something, you need to discover what that is during the interview. You also need to learn about your job candidate's ability to create a working environment for other employees that they find motivational. Whether the coworkers are reporting staff or colleagues and peers, fostering motivation in others is a needed skill.
Feel free to use these motivation job interview questions during your own candidate interviews.
Are you interested in learning more about how to listen to your candidate's answers to these motivation job interview questions? You can learn a lot about what motivates your prospective employee if you know what you need to listen for in their answers. These tips about how to assess your candidate's motivation interview question answers will assist you to select the best, most motivated, employees, for your organization. Do keep reading to see how to assess your candidate's answers to your questions about his or her personal motivation and approach to motivating others. You want to hire highly intrinsically motivated employees who have the ability to also create a work environment in which other employees will choose to be motivated. The following sample job interview questions about management and supervisory skillsenable you to assess your candidate's skills in management and supervision. Feel free to use these job interview questions in your own candidate interviews. Or, use them as a base to develop your own. As you interview potential candidates for your management roles, you will find out over time which questions yield the most useful information. You'll want to ask the questions that best support your final candidate selection.
Always ask these management interview questions. The interview question answers give you valuable knowledge about the candidate's experience. Ask:
These tips about how to assess your candidate's management interview question answers will assist you to select the best management employees for your organization. Do keep reading to see how to approach your candidate's answers. They can seriously have an impact on the candidate you choose for your open position. The manager interview questions you ask, and the interview question answers your applicant supplies, are crucial to your assessment of the candidate's knowledge, experience, and potential cultural fit within your organization. Hiring a manager or supervisor presents a special challenge. Ideally, you want a prospective employee who has both management skill and subject matter knowledge about the area he or she will supervise.
The subject matter expertise is easier to assess by looking at the candidate's past jobs, accomplishments, and degrees. Management skills, experience, and approach are assessed during an interview and by a careful background check. The management interview questions you ask and the interview question answers you receive from your candidates help you evaluate the candidate's management skill and experience. Evaluating management skills and approach is daunting. A candidate may supply superior answers to interview questions, but the described approach may not fit your organization. A manager who professes a participatory, empowering approach to management, for example, might not fit in an organization that is hierarchical and driven by management decisions made at the top. Any hope you have that the new manager will help transform the management style within your organization unless there is a firm commitment already existing to do so is misplaced. It's more likely the new manager will never fit and leave a failed relationship. In an interview for a manager role, the candidate's interview question answers must also allay your fears that the new manager will not gain acceptance from the employees who must choose to follow. Employees, who were likely internal candidates - or wanted to be - are tough to win over unless the manager is skilled and experienced.
When you assess the manager job interview question answers from your candidate, pay attention to how your candidate answers your questions. Does he or she appear comfortable responding to each of the situations you describe and question? If not, the candidate may be inexperienced as a manager and may be misrepresenting his or her credentials. Always ask these questions. These manager interview question answers give you valuable knowledge about the candidate's experience. Ask:
Aside from management experience as reflected in interview question answers, you are looking for answers that reflect the values and approaches that are acceptable and promoted within your workplace culture. You are looking for truthful, genuine answers that accurately describe a management style and approach that will fit within your environment. Beware of a candidate who persistently says the right things but fails to back up statements with solid stories that demonstrate the requested value or approach in action. You seek demonstrable experience that is congruent with your culture and a solid grasp of a manager's responsibilities and requirements.
These are the interview question answers you seek as you evaluate candidates for a manager role in your organization. If your interview process is well planned, and your candidate profile is clearly described, the skills you are assessing are already identified. The candidate's interview question answers confirm his or her capability to perform the job successfully. To establish the candidate's skill in each area, the candidate's examples and stories must illustrate how he or she effectively approaches and demonstrates competency in each of these manager skill areas. In his or her interview question answers, the candidate must demonstrate the competency to:
You can select potentially successful candidates by listening to and noticing the contents of the answers of your job candidates. Never underestimate your ability to assess their answers and read their verbal and nonverbal communication signals. In a recent recruitment, the company narrowed their candidate selection to two applicants. In the debrief meeting, four different members of the second interview team had somehow concluded, on their own, that one of the applicants was a 9-5er, inflexible about hours of work. In a company that honors employees' work life balance needs, but expects every employee to give their all in an emergency or to meet a customer's expectations, this concerned the team. And yes, the other person got the job. The team will never know if they made the correct assessment - the selected employee is working out well - but the power of the content of an interviewee's answers, both verbal and nonverbal, should be considered in every hiring decision. Are you interested in job interview questions about leadership that will help you determine if your candidate is a good leader? It's important to identify leadership capabilities for any individual who will serve in a leadership role in your organization. Additionally, the most successful organizations are ones that foster leadership in all of their employees at every level of the organization. These sample interview questions will also help you identify the leadership potential of your candidates for other company roles. Start out by understanding the qualities and characteristics that you seek in a leader. In an earlier article, I described the ten characteristics of a successful leadership style. These will ensure that your questions are identifying the right beliefs, traits, values, and experience.
The following sample job interview questions about leadership enable you to assess your candidate's skills and experience. Feel free to use these job interview questions in your own candidate interviews or use them as the basis for creating your own questions.
You are questioning to determine whether the candidate has >leadership skills or potential. You seek to identify the leadership style of your candidate, from his or her perspective and from the perspective of his or her direct reporting staff and peers. You are determining whether the candidate's style is congruent with the culture of your organization. It is helpful if you have created beforehand a leadership profile that identifies the skills and traits of successful leaders within your organization. Leadership style is best demonstrated in stories. Self-examination and commentary are self-serving, at best, in an interview setting. Ask your candidates for many specific stories and examples.
The following sample job interview questions about teams and teamwork enable you to assess your candidate's skill in working with teams. In today's workplaces, the focus of how employees get things done is on teams. So, every candidate for your various open jobs will need to exhibit some ability to work in a teamwork environment. Even in technical jobs, the ability to communicate and interact with coworkers is critical to the work getting accomplished. You might think that teamwork is not essential in jobs such as development, engineering, or science. The trouble is that none of these employees work alone. They are always interdependent on colleagues who need to know what is going on and especially at the intersection of their two jobs. The ability to participate in a teamwork environment is an essential workplace skill. I strongly recommend that every candidate interview and assessment include several questions that allow the candidate to demonstrate his or her ability to work in an environment that emphasizes teams and teamwork.
Feel free to use these job interview questions in your own candidate interviews.
Depending on your work culture or work environment, working with teams, working on a team, or working in a team atmosphere is likely important. You are attempting to identify how well your candidate works as a member of either a cross-functional or departmental team. You do not want to hire a candidate who tells you during the interview that his or her preferred environment at work is sitting alone in an office getting work done if teamwork is the expected norm. So, during the interview, you are seeking signs that the candidate enjoys teamwork. You are listening to hear that the candidate values teamwork. You are assessing your candidate's skill in analysis as well. You want to listen to any references the candidate makes, during the whole interview and in the answer to any question, to working with a team. You also want to listen to any successes your candidate describes that were accomplished by a team or through teamwork. You are also listening to hear what kind of support and resources your candidate thinks teams need. You are also discovering, with these teamwork job interview questions, what your candidate believes about why teams fail and why teams are successful. You are learning what must be present in the work environment for the candidate to experience teamwork. The following sample job interview questions for employers to ask about communication enable you to assess your candidate's skills in communication. You will want to ask several of these questions in all of your job interviewsbecause effective communication is a key skill that most successful employees share. Even in your interviews with technical employees, communication skills have become increasingly important because of the emphasis on team-based collaboration in organizations today. So, communication skill assessment should be a component in every job interview in your organization. You can best assess a candidate's communication and interpersonal skills in a team interview where you have the opportunity to observe his or her interaction with a small group. This gives you the information you need about the potential communication skills he or she will exhibit in your workplace. Feel free to use these job interview questions in your own candidate interviews.
Pay attention to how your candidate interacts with people such as the receptionist. This observation, in addition to your own observation of the candidate's level of comfort with communication during the interview, is key. You can observe much about the candidate's communication style during the interview. How articulate is the candidate? How clearly does the candidate communicate? How easily does the candidate select words to use to answer questions? Notice the non-verbal communication and the facial expressions as well. Does the candidate radiate sincerity and energy? In a group interview, which I recommend, how did the candidate interact with each of the employees who attended? Was the interaction easy? Did the candidate answer their questions? Or, did the candidate talk around them? In past interviews, the team has experienced all sorts of dysfunctional behavior from candidates and their communication style. Often the behaviors are red flags for an employer. For example, the team interviewed one male candidate who would only look at males when he responded to questions, even when the question was asked by a female employee. In another interview, the male candidate was sincerely liked, communicated effectively, and found hire-worthy when he interviewed with a senior team member present in the interview. When he met with managers and employees, he failed to make eye contact, repeatedly looked at his watch, and finally asked when they thought that the interview would end. In both of these examples, the candidate was not hired. The employer spotted too many warning signs during the interviews, especially in a workplace that valued employees, treated employees equally, and expected a teamwork environment. Finally, in assessing communication, is the candidate genuinely interested in your company and the open job? You can learn much about whether to hire the candidate from the candidate's nonverbal communication. These sample job interview questions about empowerment enable the employer to assess your candidate's comfort with the concept of employee empowerment. Ranked high as an attribute that many employers seek in their prospective employees, empowerment fuels autonomy, decision making, and goal achievement in employees. Feel free to use these job interview questions about employee empowerment in your own candidate interviews.
These sample interview questions about planning enable you to assess the planning skills of the candidate you are interviewing. You can use these sample interview questions in your own interviews. Find out more during the interview about your applicant's job skills. You don't need to ask all of these questions, but if planning is part of the job for which you are hiring, pick several planning questions to ask each interviewee.
These tips about how to assess your candidate's answers to interview questions about planning will assist you to select the best, most motivated, employees, for your organization. Do keep reading to see how to approach your candidate's answers. You seek an employee who can confidently and effectively lead a project team. Or, you want to hire an employee who can demonstrate a track record of success in personal planning, team planning, and / or departmental planning. Assuming the role for which you are hiring an employee involves planning, listen for past actions that demonstrate that the applicant can facilitate planning, make goal setting happen, and provide the project management skills you need. Past successes speak more loudly in the interview setting than the applicant's projections about what he or she "thinks" that he or she would do in a planning situation in the future. You want an employee who has demonstrated the skills needed in the past or an employee who is interested and capable of learning the planning skills. Want to assess your candidate's skill in decision making? You can ask these interview questions about decision making to determine his or her experience and competency in making decisions at work. Employers will want to ask interview questions to assess a candidate's decision-making expertise for almost every job, but especially jobs that involve leading people. You don't need to ask all of these questions, but if decision making is a responsible component in the job you are filling, you will want to ask several interview questions about your candidate's experience and effectiveness in decision making.
Use these tips about how to assess your candidate's answers to interview questions that assess decision-making skill to select the best, most qualified employees for your organization. This is how to assess your candidate's answers to interview questions about decision making. You want to hire an employee who demonstrates that he or she can logically make decisions. During the interview, listen for evidence of a systematic approach to weighing options. Look for evidence of effective decision making in the past. Ask the candidate how each of his or her decisions described in the answers to the above questions, worked out in the end. Ask your candidate also about what he or she would do differently if faced with the above decisions again. You are looking for evidence that your candidate is willing to continue to learn and grow. Whether you agree with the decision the candidate made is less important than noting the decision-making process followed. If the decisions really seem illogical, like unsupported leaps of faith, or to come from out of left field, though, be wary. My one caveat with these guidelines is that you want to hire people who are creative, innovative, and willing to step outside of the box. At least, I do. So, take care when you assess a creative, innovative approach to decision making. You need right brain employees just as you need left brain dominant employees. Their roles might be different within your organization, but you do need both. And, a candidate who is able to demonstrate creativity, while seeming to make logical decisions, is potentially a great hire. Assuming the role for which you are hiring an employee involves decision making, listen for past actions that demonstrate that the applicant can make logical, realistic decisions. Past successes speak more loudly in the interview setting than the applicant's projections about what he or she "thinks" that he or she would do when making a decision in the future. You want an employee who has demonstrated the skills needed in the past or an employee who is interested and capable of learning how to make well-thought out decisions. Looking for interview questions for your job candidates that will help you assess their conflict resolution skills? Conflict resolution skills and the ability to disagree with others professionally are necessary for successful contribution in organizations. They are necessary for healthy interpersonal relationships and in building effective teams. Conflict resolution skills and the willingness to disagree are practices that can help you better serve customers. Disagreement to keep your organization innovating and continuously improving is essential. Disagreement and conflict resolution rarely occur in an interview setting because every participant is behaving professionally. The goal of the interview is to make a good match, so it's a challenge to identify your candidate's strengths in conflict resolution and disagreement. The following sample interview questions should help you pinpoint your candidate's strengths and weaknesses in this area.
How articulate is the candidate about disagreement? How clearly does the candidate communicate what he or she did to manage the conflict or disagreement? Did the candidate effectively address the conflict? Did the candidate avoid, put up with, or too aggressively address the situation? Is the candidate's conflict resolution style congruent with the norm in your organization? Is the candidate willing to participate in conflict and disagreements? Try to assess whether the individual's approach to conflict is appropriate and preferred. Find more information about dealing with conflict and disagreement. Are you interested in a new trend in job interview questions - or perhaps an old trend newly revived? Lynne Sarikas, director of the MBA Career Center at the Northeastern University business school, believes that more and more businesses are asking unusual job interview questions as part of their candidate job interview process. Microsoft's job interview questions are legend (examples include: How many golf balls does it take to fill a 747? Why is a manhole cover round?). (But, Microsoft, at least in their developer interviews, appears to have moved away from puzzle questions and is asking candidates to solve white board code problems during interviews.) But, other employers are using unusual questions in their candidate selection process for new reasons. The job search advice industry is so prolific that any candidate who researches knows he should prepare brief responses in advance to frequent standard questions. These include job interview questions such as: "what are your strengths and weaknesses" and "what makes you the most qualified candidate for this job." Interviewers use unusual job interview questions to assess how well the candidate responds to an unexpected question or scenario. Most unusual job interview questions do not have right or wrong answers. These job interview questions provide the candidate with the opportunity, according to Sarikas, "to demonstrate quick thinking, poise, creativity, and even a sense of humor." She says, "The interviewers are trying to catch a glimpse of the unrehearsed candidate in an unguarded moment. There is no way to prepare for these off-the-wall job interview questions so the interviewer is able to observe how the candidate responds and composes his or her thoughts. Some interviewers also ask unusual job interview questions to gain insight into the candidate's thought processes ... they want to see how the candidate will think about the unusual job interview question."
We suggest using a couple of the following job interview questions during an interview to assess your candidate's skills and cultural fit.
Simply, behavioral interview questions ask how the candidate handled similar situations in the past. They don't ask a candidate to look into a crystal ball and predict their future behavior. We suggest the following questions as general, basic behavioral job interview questions.
Behavioral job interview questions are your best approach during candidate job interviews. But, the occasional unusual job interview question has the potential to yield thoughtful information about the candidates you interview. Use both for effective candidate selection.