One of the most crucial skills I discuss in my hourly employee management programs is how to conduct great job interviews. Most interviews are unplanned, haphazard conversations that not only fail to reveal the truth about candidates but also prevent management from adequately comparing them.
With everyone on their best behavior trying to impress you during their interview, it can be hard to determine who among them is most qualified. Adding to the problem might be your own biases, quick judgments, and even your mood. Developing a deliberate, robust approach to conducting interviews will help you better screen candidates and ultimately build better teams. And a big part of that process is knowing what questions to ask.
Planning your interview questions
As much as job applicants should plan for job interviews, so should you. Knowing what you’re going to ask and why you’re asking each question is important to ensure your time is productive. Every question should serve a purpose. I suggest asking the following types of questions, in order.
Practical screening questions
These should be asked before the interview to quickly qualify candidates for the position. These are basic questions that determine if they meet the fundamental requirements of the job. Ask about your absolute job requirements, their availability, and physical ability, if necessary. These should be asked before inviting them in for an actual interview.
Unlike the remaining questions, these tend to be close-ended, yes or no questions. The remaining questions should be open-ended and require candidates to talk.
Ice-breaker questions
When candidates come for an in-person interview, begin with “ice-breaker” questions. Many great candidates are nervous at the beginning of an interview, which could impact how they answer questions. Unless you need someone who can quickly communicate well with new people, don’t let this throw you. Ask easy, get-to-know-you questions to help them relax so they can better answer other questions that will be more important. The answers to these questions don’t matter too much. They just serve to help the person overcome their nerves. Examples include:
- Tell me a little about yourself.
- What do you like to do for fun?
- How long have you lived out here? How do you like it?
Mindset questions
These are designed to gauge the candidate’s attitude and enthusiasm. You want to understand their work ethic, how they approach challenges, and their overall outlook. These questions help you determine if they have the right attitude for the job and if they’re likely to be a positive influence on your team. Examples include:
- What motivates you to do your best at work?
- Can you describe a time when you faced a significant challenge at work? How did you handle it?
- What does success mean to you?
Cultural fit questions
These help you see if the candidate will mesh well with your work culture. A candidate might have the right skills, but if they don’t fit in with your team’s values and work style, it could lead to conflicts. Examples include:
- What kind of work environment do you thrive in?
- How do you handle working with a team versus working independently?
- Describe the best team you’ve worked with. What made it great?
Trait questions
Following cultural fit, ask “trait questions.” These are meant to determine if the candidate has the specific traits the job requires. Of course, that means you must first determine what those traits are. They differ for each position. A front-of-house employee may need good customer service skills, whereas someone in the kitchen needs physical stamina. Just as a teacher knows the answers she’s looking for when administering a test for students, you should know what traits you’re testing for in the interview and prepare questions that will give insight. For instance, if the job requires attention to detail, you’ll want to assess that trait specifically. Examples include:
- How do you ensure accuracy in your work?
- Can you give an example of a time when you had to pay close attention to detail?
- How do you manage multiple tasks and deadlines?
Know what you’re looking for and ask questions that test for it.
Behavioral questions
These questions focus on past behavior as an indicator of future performance. They help you understand how the candidate has handled various situations in the past, which can be predictive of how they’ll handle similar situations in your workplace. Examples include:
- Tell me about a time when you had to work with a difficult person. How did you handle it?
- Describe a situation where you had to go above and beyond your responsibilities to get something done.
- Give me an example of a goal you set and how you achieved it.
Don’t judge them too harshly if they don’t quickly come up with an answer (unless thinking on their feet is an important trait for the position you’re filling). They may not have had the specific experience you’re asking about, or maybe they just can’t recall it at the moment. That doesn’t necessarily mean they’re unqualified.
Situational questions
These hypothetical questions assess how the candidate would handle potential scenarios they might encounter in the job. They test problem-solving skills and the ability to think quickly. Examples include:
- What would you do if you were assigned a task with a tight deadline and conflicting priorities?
- How would you handle a situation where you made a mistake that impacted a customer?
- If a team member was not contributing fairly to a project, how would you address the issue?
This is another instance where you need to show a little grace if they can’t immediately come up with an answer.
Their questions
Finally, invite the candidate to ask you questions. This is an opportunity for them to show their interest in the role and for you to gauge how well they’ve understood the position and the company. It also gives them a chance to address any concerns or curiosities they have about the job. Notice if their questions are about the workplace, the specific job, or what they get, as this may reveal something about where their head is at.
Questions to avoid
Don’t ask questions to see how clever they are unless cleverness is a trait the position requires. Don’t ask gotcha questions that put them on the spot unless quick thinking is a quality you need in them. Job interviews are not a time to play games. Focus on asking purposeful questions that give you a clear understanding of whether the candidate is a good fit for the job and your company.
A well-conducted interview isn’t totally dissimilar to a well-prepared dish. It’s a combination of preparation, the right ingredients, and good execution. By planning your questions thoughtfully, you'll uncover the true potential of your candidates, helping you build a team that strengthens your culture and improves your operation – without question.
AUTHOR BIO
Scott Greenberg is a speaker, writer and business coach and the author of the book, Stop the SHIFT SHOW: Turn Your Struggling Hourly Workers into a Top-Performing Team. Find more information at www.scottgreenberg.com.
