Ask about achievements and work in general
Posted: Wed Jan 22, 2025 10:04 am
Also a mandatory question at the interview. It is important to analyze the candidate's answer correctly. As a rule, such a person will begin to assure that if it were not for him, the work of the department would have fallen apart, and the company where he worked would have ceased to exist. And he will definitely stop, because his brilliant ideas were neglected.
Pay attention to "we" and "I" . If a candidate for a position talks exclusively about personal achievements, without mentioning colleagues, this may indicate his excessive pride and egoism.
Ask about failures
Find out how the candidate advantages of using our skype database behaved in difficult situations at his previous place of work? Toxic people usually choose the role of a victim, talking about other people's mistakes. They will blame others, trying to prove their own importance, they will never say that they may be wrong, but they learned a certain lesson from it. The danger is that they will behave exactly the same at their new place of work.
If in doubt, contact the manager at the candidate's previous place of work.
It's clear that this takes time and isn't always necessary. However, if you have doubts, they're probably not accidental. If you're torn between a stellar resume and the risk of hiring a toxic employee, ask them to provide references from their previous place of work.
Contact the manager at the candidate's previous place of work
Ask behavioral questions
How did a person behave in a given situation? How did he act, who did he turn to for help? Such questions, as a rule, make a person open up more from a psychological point of view - did he act on his own, because no one could have done it better than him, or did he assemble a team and achieve a result?
Conduct a group interview
Recently, interviews have increasingly become multi-stage or involve 3-4 company employees at once. This is a great option - you can immediately introduce the candidate to potential colleagues, and then listen to their opinions about the candidate. In addition, it will be more difficult for a toxic person, if he is such, to get several people to interview at once.
Let's summarize the above. A toxic employee will definitely complain - about colleagues, former management, fate and eternally cold coffee. He may embellish his own achievements or the merits of your company to the Motherland (i.e. he may start to flatter). There will always be a share of aggression and defense in the answers of a toxic person. Think twice whether it is worth hiring such a person.
Important! A refusal to hire must be justified. The wording "We don't hire toxic people" is not considered an official refusal of the candidate. Refusals such as "You don't meet the stated requirements" or "You don't have the necessary business qualities and skills" will help avoid unnecessary misunderstandings.
Pay attention to "we" and "I" . If a candidate for a position talks exclusively about personal achievements, without mentioning colleagues, this may indicate his excessive pride and egoism.
Ask about failures
Find out how the candidate advantages of using our skype database behaved in difficult situations at his previous place of work? Toxic people usually choose the role of a victim, talking about other people's mistakes. They will blame others, trying to prove their own importance, they will never say that they may be wrong, but they learned a certain lesson from it. The danger is that they will behave exactly the same at their new place of work.
If in doubt, contact the manager at the candidate's previous place of work.
It's clear that this takes time and isn't always necessary. However, if you have doubts, they're probably not accidental. If you're torn between a stellar resume and the risk of hiring a toxic employee, ask them to provide references from their previous place of work.
Contact the manager at the candidate's previous place of work
Ask behavioral questions
How did a person behave in a given situation? How did he act, who did he turn to for help? Such questions, as a rule, make a person open up more from a psychological point of view - did he act on his own, because no one could have done it better than him, or did he assemble a team and achieve a result?
Conduct a group interview
Recently, interviews have increasingly become multi-stage or involve 3-4 company employees at once. This is a great option - you can immediately introduce the candidate to potential colleagues, and then listen to their opinions about the candidate. In addition, it will be more difficult for a toxic person, if he is such, to get several people to interview at once.
Let's summarize the above. A toxic employee will definitely complain - about colleagues, former management, fate and eternally cold coffee. He may embellish his own achievements or the merits of your company to the Motherland (i.e. he may start to flatter). There will always be a share of aggression and defense in the answers of a toxic person. Think twice whether it is worth hiring such a person.
Important! A refusal to hire must be justified. The wording "We don't hire toxic people" is not considered an official refusal of the candidate. Refusals such as "You don't meet the stated requirements" or "You don't have the necessary business qualities and skills" will help avoid unnecessary misunderstandings.