I have been in a lot of interviews during past years because I have been recruiting people for my clients or to see where they fit more in the consulting because each firm has their values.
Competence can be learnt, but mentality is hard to change. That is the reason I prefer to ask deeper questions than just heard them explaining about their experiences on the CV.
The ideas of the questions I used to ask where taken in a Alux.com article that I really enjoy
At continuation the best questions questions to ask
I have read your CV but tell me your story.
In your CV you can write and details your experience but lot of time it is missing the story of this person, its challenges, motivation, what drive him toward the mission.
What is one hard moment you have had to overcome and how did you do it?
This is a classical question to know how the person manages though moment and how he overcomes them.
What is one achievement you are really proud of?
You can see what they consider as an achievement and what’s touched them emotionally. You will learn what motivates them.
What motivates you?
This is related to the previous one but in a direct way. With this, you will clearly know what motivates the people in front of you. Try to dig this question because it is important to know what motivate the people because it is a relevant factor for the future: You will know how to keep them motivate in your company. Moreover, you can deploy its skillset in an effective way.
- Money or rewards: people who say that money isn’t important are rich or they are lying
- Desire to excel: want continuously to improve skills. They will join your ride as long as they benefit them and their growth.
- Having an impact and help others, this last category doesn’t care a lot about money (I insist in “a lot”) but they just want to know that they matter.
- Power, fame & clout: they will upgrade your company because they want to be known in a good way. But you will have to manage this character with your workplace ecosystem.
- Passion: people who will work because they love their job even if they are not going to be paid.
What is your superpower? What is your kryptonite?
The superpower means your strengths
The kryptonite means your weaknesses.
Find their superpower and the thing that they need to improve.
Tell me how you deal with [something you worry about the candidate]?
That can reassure you in some aspect that you were worried about the candidate or maybe the bullet to shut him/her down.
What is the biggest mistake you have made?
Mistakes are inevitable. For some people this is a very difficult question, but this could also be good for people who always want to self-improve themselves.
What is something people usually misunderstands you?
This is a question to know what is beyond the façade of a person.
Who was your best boss? Who was your worst boss?
This can lead you to know which management the candidates prefers and you will be able to motivate them knowing what leadership they need.
How do you decide what to do next in life?
We are constantly seeking for evolution. It is in human nature. For some people, if there is no room for growth or reinvent themselves in a different area, they will leave you for some place where they can do so.
What do you do for fun?
This is a more relaxed question to get to know better your candidate.
What do you like about [name of your company] ?
This question is to know if the people is interested in the company or in the culture of the company. Why he/she has applied for the job. It will allow to understand what external people appreciate about your company. Moreover, it will also give you a glimpse into your differentiator in the marketplace.
What questions do you have for me?
An interview isn’t in a one-way. It is a dialogue between people. So, this is the opportunity to know if the candidate has some questions if he has curiosity or something else to say.
Why you?
This is the last question to know why you should choose the candidate.