Issue 95 - 5 Most Important Interview Questions
A few short weeks ago, I was contracted to be featured in video programs
in which I share my perspective on the proper techniques for “Employee
Interviewing, Selection and Retention.” This practical, hands-on information
was learned during the early part of my corporate career while functioning
as a corporate recruiter, conducting more than 1,300 employment interviewers in less than 8 years. (The video program, along with its sister project focused on “Proper Techniques for Effective Employee Evaluation and Appraisal” is currently in development and both will be released as on-line web-based training tools later this year.)
In reviewing that information, I realized there are many practical and
helpful ideas that can be utilized by leaders to improve interviewing,
selection and evaluation techniques that I have never shared with my readers. Whether you are an interviewer or planning to be interviewed at some point in the future, you might have need of what I consider 5 of the most important interview questions that can be asked.
The 5 Most Important Interviewer Questions
There are dozens of questions that might appropriately be asked during the
course of an employment interview. Obviously, some are more valuable than
others. The greatest value lies in those questions which are ultimately
successful in “unearthing” information from the candidate the interviewer
can then use to make a well-informed decision as to the viability of the
candidate being considered. Following are 5 of the most valuable questions
than can be asked and are offered in no particular order of importance.
Q1: How would you describe the perfect supervisor?
This question should be asked before any description of the potential
supervisor to whom the new employee might report is offered. It is asked
for the purpose of identifying any avoidable issues or personality conflicts
that otherwise might occur without prior warning or notice.
Q2: What is the greatest obstacle you have overcome?
This question allows the interviewer the chance to learn more about
the candidate’s past history as it relates to professional difficulties
faced, the methods and techniques utilized to address such obstacles and
the resiliency of the individual regarding the experience of having faced
and overcome such obstacles.
Q3: What is your most significant personal or professional accomplishment?
The answer to this question gives indication as to the magnitude of the
challenges the candidate has faced in the past and the personal value
assigned to those successes the candidate has realized. Remember, the
best indicator of future performance and success is past performance and
success. Therefore, the level of success the person has experienced in
the past will probably be repeated. Conversely, the lack of past success
or the minimal scope of such accomplishments will also probably be repeated.
Q4: What makes you think this job is for you?
The answer to this question should offer specific indication as to
whether the person wants this job, or if they are simply looking for any job.
Q5: Why should we hire you?
This question allows the candidate the opportunity to “sell” themselves
to you as a truly worthwhile employee-to-be. If the candidate is obviously
unsure of why you should hire him or her over other candidates, maybe you
shouldn’t!
Conclusion and Invitation
I realize many of my readers are experienced interviewers in their own right. If any of you feel I have omitted other critical interview questions that might be used with great effect to draw out important information during the interview process, please share them with me by way of an email (phil@vanhooser.com) and I will be happy to share them with my readers in a future of issue of Tips for Transformational Impact.
