Hiring Manager Tips: Designing Questions to Uncover Genius
When you’re seeking talented professionals to add to your team, you won’t be satisfied with just a body in a seat. You want someone with skills, ability, and creativity to bring something new to the table. You’re looking for a genius.
But how can you give everyone an opportunity to shine in an interview and yourself the best chance of picking the superstar? Here are 10 question categories you use to design questions that uncover hidden genius.
- Problem solving. Your open position is a problem that needs to be solved. You want to determine if your candidate can solve it. “How do you identify problems and what steps do you take to solve them?”
- Create improvements. Procedure may be important, but blindly following is not. If they see things that can be improved, will they? “What do you do when you see a flaw in the process?”
- Behavioral questions. A behavioral question asks the candidate to tell you about a specific situation. Design questions that impact your daily business. “Tell me about a time when…”
- The future. Where do they see themselves in 5 or 10 years? If they can’t answer or are evasive, it may be a red flag. “Where do you see your career heading in the next 5 years?”
- Continued development. Each candidate will have a different learning style. Does theirs match the growth opportunities within your company? “How do you challenge yourself to grow in your career?”
- Adaptability to change. How do they handle changes? Change is inevitable, and if this isn’t something they can work with, they might not be right for your company. “How do you adapt to policy changes or new technology?”
- Innovation minded. You want to hire someone who can take your company to the next level. What innovative ideas do they bring to the table? “What creative ideas do you have to improve this job?”
- Personal goals. What do they want to accomplish with their career. Does their vision match your company mission? “If you could design the perfect job, what would that look like?”
- Motivation style. What motivates them to come to work every day? What makes them engaged and excited about their job? Does that match your company style? “How do you stay motivated?”
- Management preference. You will also want to determine if the current management strategy for your company matches their workstyle. “What kind of manager do you like to work with?”