Posts

5 Best Interview Questions To Hire Great Talent

/ /by

Hiring talent is not an easy job. During the different steps of the recruitment process, there are little tips and tricks that can help hiring professionals with the intricate task to identify the most talented candidates.

As a recruiter, when you are going through the resumes you may pay attention at how candidates have presented their most remarkable achievements on their resume. During this part of the process, you may look for some first signs of talent and potential. Aspects such as previous accomplishments, attitude towards work and originality are some positive indicators.

However, it is during a face-to-face interview when you will have a better chance to know the contestants, and there will be a real opportunity to detect the great talent that so many companies are after. The trick is that employers should hire for potential not for experience, as “past performance doesn’t guarantee future success”.

But how can you identify candidates with the highest potential if it is not based on their education or working experience? These 5 questions will help go the extra mile in a work interview and uncover those hidden gems.

– How many tennis balls can you fit into a limousine?

This is a brilliant question to test a candidate’s problem-solving ability. What you are looking for with this question is someone whose rationale starts by thinking about how big is a limousine and the measurements of a tennis ball. You are not after an exact number but a correct thinking process. So all those candidates trying to guess with an estimated number are not showing signs of being very talented people.

– Let’s stop talking about you; tell me something interesting about me.

This question has a twofold purpose. On the one hand, it will help you find out if the applicant has done the research about the company and the team. And on the other hand, you are not looking to learn something new about yourself but the contestant’s reaction to an unexpected issue. This is important because working with clients you need to be prepared to answer all sorts of questions, even those you don’t have an answer for.

– What would be your dream job?

Talented people normally have big ambitions and clear goals. With this query, you will find out two crucial things. First of all, if you are in front of a person committed to their work that will complement and work well with the rest of the team. And secondly and probably most importantly, when you are hiring talent you need to think about how are you going to retain it, so this question will help you understand that person’s opportunities to grow within the company.

 – What do you do for fun?

Keeping the right balance between personal and professional life is key for success, and as the co-founder of BigCommerce, Mitchell Harper, explains, talented people “strive to do well in most, if not all, areas of their life including physical fitness, relationships contribution and learning”.

Asking this question you will identify goal-oriented personalities and those who are constantly looking to self-improve. People, who make additional efforts in their personal life, such as learning how to play an instrument or a foreign language and volunteering in their spare time, will be the ones also making an additional effort in a professional environment.

– What is the best criticism you have ever received? Did you appreciate it at the time you received it?

In a constantly changing world, it is necessary to know how to receive feedback and learn from it. Constructive criticism helps us learn and improve and talented people know this naturally. You may discard candidates who don’t remember having done anything wrong and those who seem uncomfortable with the idea of receiving criticism. These are signs of lacking the ability to adapt to new changes and learn from one’s mistakes.

As you can see, to detect and hire talented people is not a simple task but it can actually be quite fun. Following the right tactics, it is possible to not only identify the candidates with the highest potential but also reflect on how to keep the most talented aspirants in your business. As a recruiter, make sure you structure your interview correctly and that all those random looking questions have a clear objective behind of them.

Photo Credit: Miss Captcha Flickr via Compfight cc

Brain-Teaser Interview Questions Serve a Purpose

/ /by

There was a lot of buzz a few months back, when news organizations began reporting on the odd — sometimes very odd — brain-teaser questions Google asks its interviewees. Odd: “Describe AdWords to a 7-year-old.” Very odd: “How many haircuts do you think happen in America every year?”

But believe it or not, there’s a method to Google’s madness when it comes to lobbing unexpected and unusual questions at potential job candidates.

How Brain-teaser questions help recruiting.

While some of these riddles might feel, at first glance, like little more than a setup for failure (access a full list here), head scratchers like “How many piano tuners are there in the entire world?” serve an extremely important purpose when it comes to recruiting.

Understanding how candidates “think,” especially if they were faced with a sudden and unexpected workplace issue, is a vital piece of information for any HR professional. Are they good at calculations and estimating? Visualization and problem-solving? Are they lacking in certain soft skills? Are they logical thinkers, or are they more apt to search for the “hardest” way out of a puzzle or business problem? (Still pondering the piano question above? Read on for the answer.)

A few puzzles to ponder

Many candidates today are well versed and well trained in interviewing techniques and most will walk into your boardroom with practiced, pat answers already locked and loaded. Brain teasers help throw them off their game a bit, just enough to allow you to see a different side of their personality.

Here are a few of my favorites, with the corresponding answers (or how to calculate them):

  • “How many piano tuners are there in the entire world?”This teaser will help you determine whether a potential recruit is flexible enough to see “the big picture,” and able to dissect a potential business problem from start to finish. Answer: This puzzle involves a lot of estimating, and finding the correct items to factor into the equation. Start with how many households have a piano, how often they are tuned, the average working hours of a piano tuner and the number of jobs a piano tuner carries out. Take the number of piano tunings that take place per year, divide by the number per year per piano tuner and you’ll have a fairly good guesstimate.
  • “An apple costs 40 cents, a banana costs 60 cents and a grapefruit costs 80 cents. How much does a pear cost?”This question makes a person really think outside the box, but the answer itself is very simple. Instead of complicated economics or price per unit, think vowels.
    Answer: If you charge 20 cents per vowel, the two-vowel word “apple” would cost 40 cents, three-vowel “banana” 60 cents, and four-vowel “grapefruit” 80 cents. Therefore, a pear would cost 40 cents.
  • Describe the Internet to someone who woke up from a 30-year coma.I love this one because it provides the opportunity to get creative and have some fun — something most nervous job applicants won’t do, generally speaking.
    Answer: Of course, there is no real answer to this question, but you will be able to see who can think on their feet and tell a good story and who will choke — useful information if the candidate will be in direct contact with clients.
  • Why are manhole covers round?This question forces you to read between the lines and consider what’s not being said, which is a valuable skill in business.
    Answer: The reason they’re round is because a round manhole cover cannot fall through its opening, while a square one could if held diagonally—a dangerous possibility, needless to say. Puzzle solved, people safe.

I’ve saved the best for last — I think I would have hired this guy on the spot:

  • Say you are dead — what do you think your eulogy would say about you?
     Answer: If you are dead, you cannot think about your eulogy.

I hope you’ve had as much fun with these as I have. I would love for you to share some of your own unique brain-teaser questions — and your favorite responses — in the comments.

A version of this was first posted on Entrepreneur.

Interview Tips: Ask a Question and Bag a Job

/ /by

Bagging a job, especially a dream job can be quite the sweat dropping experience in the present times. The key here is to have an excellent interviewing session with the employer that will put you in a promising and employable position. If possible, plan out the interaction in your head and go over it a couple of times to have your answers ready. Keep it in mind that every step of the interview is crucial and contribute to the final decision made by the employer.

How Do You Do That?

In case that you are really keen on bagging this job, it is always advisable to have a game plan in mind for the interview. One of the best ways to have a successful interview with your potential employer is by asking questions. Not always do you have to be on the answering seat.

Asking questions allows the employer to understand what you are trying to portray better. He/ She will see your interest and wishful dedication towards the post and the company. Hence, asking a few questions will always help you create a better opinion for yourself. You may use dissertation writing service to guide you through the process.

What Should You Ask?

There can be a number of things that you can ask your employer, but your motto here is to ask questions that are efficient and effective. Your questions should be all about saying, “I am in it to win it”. If that is the attitude you have, it should not be hard to capture the job. Some questions that will help you move up the ladder and impress your employers, are-

  • Ask About the Background:

Not many candidates are well aware of the employer and that is a major drawback. One of the best things you can do on your interview is come prepared about the employer and his achievements. Ask him about his success story, or how he managed to get that contract last year with limited investment, or how he took his company to the top in such a short span of time, etc. All these show your knowledge of him and his achievements. Allow him to answer and speak of himself while you listen intently.

  • Ask About the Company:

Now that you have allowed your employer to boast a bit about himself, it is time that you show interest in his creation, his company. Relate the company to the latest market conditions and ask questions that will intrigue your employer’s interest. Wow him with your knowledge of the company and your interest to know more.

  • The last Strike:

With the first question you were luring the boss into a conversation. With the second you were having a proper discussion. The third and final step to a successful interview is when you give him potential strategies for growth. Ask him what he thinks of your suggestions.

Use these interview tips and they will surely give you a head start in compared to the other candidates appearing for the interview. Remember, asking questions is always good, especially if you are asking the right ones.

Photo credit: Bigstock

4 Next-Level Questions To Ask In A Job Interview

/ /by

Every part of the hiring process counts, but a face-to-face meeting is the best opportunity to dazzle the boss and land a coveted offer.

To maximize those precious moments, here are the four types of interview questions everyone should ask an employer.

Each question demonstrates critical thinking and declares: I’m in it to win it.

Note: to answer interview questions in a memorable way, tell stories. Here’s how.

—

Scenario: you interview to do marketing/communications for a grocery chain.

1. The Background Check

People love to talk about themselves. Period. If you come prepared with a question about the boss’s career (thanks to LinkedIn or a website bio), he will perk up, brag on himself and find you impressive — even though you only asked a question and listened.

Sample interview question

“I noticed you started your career in marketing for Ringling Brothers circus. What was that experience like?”

2. The Office Insight

Every company has a website. So read it before the interview. Check out past and current projects, staff bios and gain a general sense of the office culture. Then, drop a question to prove you did your homework.

Sample interview question

“I read several of your recent press releases and saw you’re making a push to carry more gluten-free products. How big is the demand right now for gluten-free foods?”

3. The “Wow” Factor

The bio question, the company question…both solid. Now, turn your focus to the industry, in general. Read news about the grocery biz and put the company in context with the latest headlines. That’s next-level stuff , which prompts a “wow” from the boss.

Sample interview question

“I see [company A] bought [company B]. The deal seems like a major shake-up in the grocery industry. What does the [company A] takeover say to you?”

4. The Inception

With the “wow” question, you took the interview from an uncomfortable boss-applicant arrangement to a conversation among peers. Now, plant a seed in the manager’s brain with a cool marketing idea. Make him feel like he needs you on the team right now.

Sample interview question

“I like the way your store offers online deals based on my previous purchases. For me, a twenty-something, it’s a smart strategy. Wouldn’t it be cool to do a targeted campaign to reach people where they spend time online?”

Boss says, “You know, that’s a really good idea.”

—

For your next job interview, come with a set of questions no one else will have.

Be smarter. Be one notch better.

Be different.

 

Image: bigstock

Six Most Powerful Words in Networking

/ /by

The idea of “networking” can often make people freeze up. How do I do it? Where do I start? And small talk is difficult! What if I’m not good at it?!

I hear ya. But networking is a critical aspect of career development, and the good news is you can strike up conversation anywhere. Here are five places to give it a go. And of course, don’t forget the power of social networking too.

Once you engage in conversation, the best strategy is to employ the six most important words in networking: WHO, WHAT, WHEN, WHERE, WHY and HOW.

The six words demonstrate maturity, selflessness and a natural curiosity. They prove you can set yourself aside and be genuinely interested in another person’s life. And perhaps through all your questions, you’ll find new ways to connect or advance your career.

WHO should I talk to like this?

Anyone. A stranger at a happy hour, someone you’ve asked to meet for coffee or even a random person you sit next to on a plane. Everyone else knows something you don’t. Why spend the entire time talking? What will you learn? [TWEET THIS]

Sample question: Who are some of your clients?

WHAT do I talk about?

You talk about what the other person wants to talk about. Let he/she guide the conversation. If he says, “I like my job, but it can be tough at times,” then you come right back with “What makes it tough?”

Sample question: What kind of projects are you working on?

WHEN is the most appropriate time?

Anytime. People love to talk about themselves. In fact, they’ll probably give you as much info as you can handle. They think: “You’re curious about what I do for a living? Of course I’ll blab about it!”

Sample question: When did you decide to focus on that aspect of your career?

WHERE are the best places?

Anywhere, but specifically situations where you could aid your career. Networking events, work conferences and job interviews are great places to give the six words a whirl.

Sample question: Where do you go most often for work? Do you travel?

WHY is it such an effective strategy?

With each question, you take the conversation deeper and build trust. Plus, if you two find a way to network further, the person is more likely to help because he likes you — and all you did was let him ramble on about himself!

Sample question: Why did you decide to pursue a master’s degree?

HOW do I keep up all the questions?

You listen intently. You stay in the moment, absorb what the person has to say and come back with a thoughtful response.

Sample question: How did you start your own business? What was the process?

—

In conversation, our instinct is to dive right in and say, “Well, I…”

But you…you’re smarter than that. You understand the power of WHO, WHAT, WHEN, WHERE, WHY and HOW.

Those six words allow you to forge relationships, broaden your knowledge and create new career opportunities.

“Why?”

When you focus on others, the world starts to shift in your favor. [TWEET]

—

What’s your networking strategy? Share below!

How To Fix A Broken Interview Process

/2 Comments/ /by

Organization during the hiring process is critical to retaining and attracting potentially highly valuable candidates. Unfortunately, not all hiring procedures are a one-interview-and-done situation. Organizations that conduct more than two interviews before making a hiring decision, however, tell candidates that their interview process is broken (this isn’t true for all positions, namely highly skilled or executive roles).

Careful consideration should be taken when restructuring the interview process. Each company (and department) is different, so adjusting the interview process can’t be a cookie-cutter solution. Each step has to be tailored to your organization’s needs. Interviewers and the hiring team should know ahead of time what they are looking for in a candidate and be able to determine how each individual emulates the ideal candidate. Without preparation before hiring and interviewing even begin, the entire process is destined for uncertain repetition of interviews. So, as a resolution to create a better candidate experience, here’s how you can expedite the interview process.

Step 1. Train Decision-Makers

If hiring managers are uneducated about what the position needs, it will be difficult for them to make the best hiring decision. Plus, if they don’t know what they are looking for, the interview process will take that much longer. 58 percent of interviewers report having either no interviewer skills training or relying on their instincts. This forces candidates to endure multiple rounds of professional interrogation. It adds unnecessary amounts of stress on the candidate and the department as the position takes longer to fill.

Training hiring managers before the hiring process begins not only allows organizations to tailor potential changes in the interview process to their needs, but it also decreases hiring spend. If the team knows what to look for from the beginning, interviews have the potential to be succinct. Educate your hiring team about what the organization needs from the position and how to decipher if the a candidate’s skills could fit that mold. Help them communicate with recruiters and HR in order to build a deeper talent pool from the beginning. This will accelerate the process for the sake of your team and rectify any candidate experience issues.

Step 2. Create A Plan Of Action

What’s the best way to shorten the interview process? Create a plan of execution first. Uncertainty only elongates the hiring process, therefore frustrating your team and the candidates. Seemingly the root of innumerable interviews is the absence of preparation and planning. Lack of training and situational awareness to what the team and the organization needs leads to multiple interviews until someone somewhere kind of figures out what they might need.

“There’s never an excuse or a quantified business reason to do that [interview with excess]. But I think what’s happening is people don’t know exactly what they’re looking for so they throw everything at the candidate.” — Debby Carreau (@DebbyCarreau), Founder and CEO of Inspired HR Ltd.

Step 3. Make The Most Of The Interview

Repeating interview questions shouldn’t be on your to-do list, as the last thing your process should be is redundant. You might not have a lot of time during the interview, so it’s important to make the most of the time you have. Even if there are questions you have to ask (or can’t ask) due to organizational requirements, you can augment the quality of the interview with targeted questions.

Eradicate repetition by asking the right questions from the beginning. Evaluating soft skills shouldn’t require asking the same question in three different ways. Instead, ask candidates about how they resolved a problem with a supervisor or how they dealt with a difficult project with a team. Questions like these accurately determine the soft-skill fit of a candidate.

Adjusting the interview process can’t be resolved with a cookie-cutter Band-Aid. Because every organization develops at a different pace, it’s a faulty assumption that the same solution for the company next door will work for yours. Take these steps as a base for what you can do to improve the interview process and fill in the gaps with tools and practices fit to your organization.

About the Author: Raj Sheth is the CEO and Co-Founder of Recruiterbox.com, web-based recruitment software that helps growing companies manage their incoming job applications.

photo credit: chair via photopin (license)

Recruiters: What's Your Behavioral Interviewing Strategy?

/ /by

Written by Deepa Barve

Behavioral interviews are increasingly popular as the “in” thing in in recruitment techniques.

These days, you’ll find tons of online resources that share all sorts of advice for candidates about how to ace a behavioral interview. Yet oddly enough, recruiters often only receive a simple template with a list of standard “behavioral questions.”

But here’s the catch for recruiters: What you do with the interview answers is far more important than the questions, themselves.

Make The Most of Behavioral Interviewing

To get more value from every interview session, keep these three tips in mind:

1) If at first the answer doesn’t succeed, ask, ask again

Behavioral interviewing is based on the belief that past behavior is a predictor of future performance. The keywords here are “past behavior.” Too often, candidates have a tendency to respond to questions hypothetically. But that only tells you what they think they would do (or think you want them to do) in a particular situation. It’s not what they’ve actually done in a similar situation.

If candidates can’t think of a past example, broaden the parameters of the question. Suggest they provide an example from their personal life instead of a professional example. You could also try rewording or paraphrasing the question to help stumped candidates respond appropriately.

2) Know your ideal answer before you ask the question

Interpreting responses to behavioral questions can be tricky. These questions are typically multidimensional, so the answers can be complex and misleading. Some candidates are also adept at this sort of interviewing, and have practiced the art of sounding eloquent while avoiding an authentic, relevant answer.

Each specific behavioral question is typically meant to assess a particular skill. Having a good idea of what you’d like to hear (similar to creating an ideal performance profile) will help you hone in on the competency or skills you’re assessing.

For example, consider the question, “Tell me about a time when you’ve failed at work.” Answers may range from “I’ve never failed” to some version of, “I’m human and I’ve made many mistakes.” Candidates may describe a mistake with negligible impact or reveal details of a huge blunder.

Ultimately, the actual mistakes they made don’t matter. But how they reply does.

The ideal response should include three components: 1) details of the mistake, 2) remedial action they initiated to correct it, and 3) steps they took to prevent it from happening again. The third element — the “applied learning” component — is most important. Very few candidates actually cover the second or third aspects of an answer, unless they’re prompted.

3) Dig deep to make this conversation really count

Prior to an interview, you’ve probably sifted through volumes of resumes and profiles to find a few candidates worth getting to know. You might have also invested time in intermediary steps such as phone screens to create a short list of candidates that seem worthy of a behavioral interview. So make every moment count. Ask follow-up questions to probe deeper. And ask clarifying questions to understand the context surrounding a candidate’s examples.

Be curious, but don’t interrogate. Make it a conversation. Assure them there are no right or wrong answers. Some answers may not impact a hiring decision, but may simply indicate areas where training or coaching are required. Don’t jump to conclusions. Instead, seek complete and accurate information that can ultimately inform your hiring decisions.

Above all, aim to disarm job candidates. After all, you’re trying to get a glimpse of how they behave outside the interview setting. If you’re committed to finding the right talent this way, then it’s worth conducting these interviews right.

Your Turn

What are your thoughts? Have you tried any of these three behavioral interview techniques? What else do you recommend?

Deepa-Barve1(About the Author: Deepa Barve is Sr. Recruitment Leader at SSOE Group, an architectural and engineering consulting firm. Deepa has more than seven years of recruiting experience in engineering, healthcare and hospitality. Her career advice articles are also featured at www.examiner.com.)

(Editor’s Note: This post is adapted from Brazen Life, with permission. Brazen Life is a lifestyle and career blog for ambitious young professionals. Hosted by Brazen Careerist, it offers edgy and fun ideas for navigating the changing world of work. Be Brazen!)

(Also Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)


Image Credit: Stock.xchng

Recruiters: What’s Your Behavioral Interviewing Strategy?

/5 Comments/ /by

Written by Deepa Barve

Behavioral interviews are increasingly popular as the “in” thing in in recruitment techniques.

These days, you’ll find tons of online resources that share all sorts of advice for candidates about how to ace a behavioral interview. Yet oddly enough, recruiters often only receive a simple template with a list of standard “behavioral questions.”

But here’s the catch for recruiters: What you do with the interview answers is far more important than the questions, themselves.

Make The Most of Behavioral Interviewing

To get more value from every interview session, keep these three tips in mind:

1) If at first the answer doesn’t succeed, ask, ask again

Behavioral interviewing is based on the belief that past behavior is a predictor of future performance. The keywords here are “past behavior.” Too often, candidates have a tendency to respond to questions hypothetically. But that only tells you what they think they would do (or think you want them to do) in a particular situation. It’s not what they’ve actually done in a similar situation.

If candidates can’t think of a past example, broaden the parameters of the question. Suggest they provide an example from their personal life instead of a professional example. You could also try rewording or paraphrasing the question to help stumped candidates respond appropriately.

2) Know your ideal answer before you ask the question

Interpreting responses to behavioral questions can be tricky. These questions are typically multidimensional, so the answers can be complex and misleading. Some candidates are also adept at this sort of interviewing, and have practiced the art of sounding eloquent while avoiding an authentic, relevant answer.

Each specific behavioral question is typically meant to assess a particular skill. Having a good idea of what you’d like to hear (similar to creating an ideal performance profile) will help you hone in on the competency or skills you’re assessing.

For example, consider the question, “Tell me about a time when you’ve failed at work.” Answers may range from “I’ve never failed” to some version of, “I’m human and I’ve made many mistakes.” Candidates may describe a mistake with negligible impact or reveal details of a huge blunder.

Ultimately, the actual mistakes they made don’t matter. But how they reply does.

The ideal response should include three components: 1) details of the mistake, 2) remedial action they initiated to correct it, and 3) steps they took to prevent it from happening again. The third element — the “applied learning” component — is most important. Very few candidates actually cover the second or third aspects of an answer, unless they’re prompted.

3) Dig deep to make this conversation really count

Prior to an interview, you’ve probably sifted through volumes of resumes and profiles to find a few candidates worth getting to know. You might have also invested time in intermediary steps such as phone screens to create a short list of candidates that seem worthy of a behavioral interview. So make every moment count. Ask follow-up questions to probe deeper. And ask clarifying questions to understand the context surrounding a candidate’s examples.

Be curious, but don’t interrogate. Make it a conversation. Assure them there are no right or wrong answers. Some answers may not impact a hiring decision, but may simply indicate areas where training or coaching are required. Don’t jump to conclusions. Instead, seek complete and accurate information that can ultimately inform your hiring decisions.

Above all, aim to disarm job candidates. After all, you’re trying to get a glimpse of how they behave outside the interview setting. If you’re committed to finding the right talent this way, then it’s worth conducting these interviews right.

Your Turn

What are your thoughts? Have you tried any of these three behavioral interview techniques? What else do you recommend?

Deepa-Barve1(About the Author: Deepa Barve is Sr. Recruitment Leader at SSOE Group, an architectural and engineering consulting firm. Deepa has more than seven years of recruiting experience in engineering, healthcare and hospitality. Her career advice articles are also featured at www.examiner.com.)

(Editor’s Note: This post is adapted from Brazen Life, with permission. Brazen Life is a lifestyle and career blog for ambitious young professionals. Hosted by Brazen Careerist, it offers edgy and fun ideas for navigating the changing world of work. Be Brazen!)

(Also Note: To discuss World of Work topics like this with others in the TalentCulture community, join our online #TChat Events every Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)


Image Credit: Stock.xchng