Cross Posted from AGHA Blog if you already read it there.
This year let people be difference.
- We all know good selling technique matters.
- We all know that a good employee is hard to find.
- We all know the customer experience matters.
All of the above and more start with recruiting well. (You can train for skill but not for attitude.)
Interviewing remains one of the most important ways of judging another person before you employ them; yet, strangely it is a skill that few people seem to master. (Many recruitment agents who I have met also have poor interviewing skills, but they survive and succeed because they develop very strong instincts.)
The KEY to asking good interview questions are questions that elicit PAST BEHAVIOURS, because past behaviour is still the best predictor of future behaviour.
- Don’t ask questions about what people ‘value’
- Don’t ask questions about what people think
- Don’t ask people about what they would (hypothetically) do.
- The worst thing you can do is to ask generic questions that they have prepared for like "where do you see yourself in 5 years' time"?
Examples of questions that require the interviewee to reveal their behaviours could be:
- Give me an example of when you had a major work disagreement and how it was resolved?
- What are the types of things you usually disagree with superiors about?
- What do you like/ dislike about your current supervisor? (Then follow up.) How did you handle that?
- If you are in the middle of doing an urgent job and your manager asked you to do something else that is also urgent, how would you respond?
- Everybody is unique. What do you do differently from your friends?
- Give me an example of where you were late for work...
- We all know that the customer is not always right, even if we try and please them. So can you give me an example of where a customer annoyed you?
I can go on, but you catch my drift.