According to Lou Adler, author of The Essential Guide for Hiring & Getting Hired and Hire With Your Head, this is the best interview question you can ask a candidate.
Here it is important to pay attention to the presentation. In what colors does the person describe his achievements, does he take the position of an unconditional leader or a total victim. Who was to blame and why. But much more important is how the person got out of this situation, what steps he took and what lessons he learned.
How to know if a candidate is lying to you or not!
Use the "5 Whys" method. Ask for an example of some unusual situation that you had to deal with. And keep asking more and more clarifying questions.
If a person is disingenuous car owner database and hides the fact that he managed to overcome these difficulties on his own, he will begin to get lost and confused in his answers.
"How were your relationships with your superiors and colleagues? Describe the best and worst people you have ever worked with."
This question will help you identify a toxic person at an early stage. If you need a "team player", ask about their relationships with colleagues; if you are looking for a manager, ask about the kind of people they had to work with, how they managed to negotiate with difficult people.
If the applicant starts to scold the management and say that the team was unworthy of his intellect, this is a signal that he will behave in the same way in your company. Even if the relationship with the team did not work out at the previous place of work, a competent candidate will answer this question quite neutrally.
If the answer seems unreliable, you can always request a recommendation from the applicant's previous place of work.
One way or another, you will understand whether a person will be able to establish contact with new colleagues, how he will interact and whether he will be productive in a new place of work.
"Why did you decide to quit?"
A very useful interview question to understand what difficulties the candidate is not ready to face in a new job. Perhaps he was offered to communicate with clients as a promotion, but the person is uncommunicative and was not ready to perform these duties. Or he was denied a salary increase, while the market has long offered more favorable options.
Job interview
Source: unsplash.com
Source: unsplash.com
Or the applicant says that his range of responsibilities was expanded, but he was not ready to grow. If these factors are critical for the vacant position, it is better to find out about this in advance.
"What is the most important decision you made last year?"
What is important here is not the decision itself, but how it was made – quickly, intuitively or consciously, with a plan. Who made this decision – the person himself or did he have to consult with others. If the decision was collective, then for what reason – as a way to shift responsibility to others or as a result of a comprehensive approach to the matter?