James Rodrigues
Insightful Questions To Ask During An Interview – Are you attracted? Behavioral interview questions are my favorite because they reveal a lot about a candidate’s personality. Ask these questions during your next interview.
You go for an interview and you are asked the same general interview questions. Candidates answered these questions millions of times. The interviewer has asked the same question a million times before and heard the same answer a million times before.
Insightful Questions To Ask During An Interview
Behavioral interview questions are questions designed to reveal the true nature of a candidate’s personality, motivations, and values. They usually ask the candidate to describe the situation, the actions taken to remedy the situation, and the results of the actions. Behavioral interview questions are used to enable candidates and interviewers to communicate more effectively.
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Whether you’re an interviewer looking for better questions or a candidate who wants prepared questions, here are my favorite behavioral interview questions:
This list comes from real hiring managers, CEOs, and experts from leading companies like Evernote, Nature Box, and Curology. We also ask some questions based on research in the humanities.
I’ve learned that asking the right interview questions can unlock the information you need to make sure you understand someone’s behavior. This is the only way to know if hiring is right for your company and if the company you are applying for is right for you.
This is one of my favorite behavioral interview questions because it explores a person’s ability to change and open their mind. One of the hardest parts of starting a new job is the learning curve – new ways of working, new culture, new relationships. Sometimes these new methods challenge one’s old methods. This interview question reveals several key behaviors:
Unique Interview Questions To Ask Employers
Who were your company’s last competitors? How is your company different?
This quote comes from Ian Siegel, co-founder and CEO of ZipRecruiter. If anyone is an expert in recruiting and interviewing, it’s Ian and the ZipRecruiter team.
“I want to determine if the candidate has a strategic understanding of the business. It’s surprising how few candidates can answer this question. Candidates who do are especially impressed.” – Ian Siegel
I like this question as a behavioral interview question because it involves thinking. Every good employee should know three basic things about the company:
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When employees are aware of these three things – even if it is not directly related to their work – it shows that they are thinking from the heart.
This interview question from Evernote CEO Chris O’Neill is a great way to gauge someone’s outlook and perspective. Here are his tips for an internal interview:
“The answers are very clear. The ‘best day’ answers show what affects them and what motivates them. “Worst day” answers reveal whether a person is a team player or not – if he does, focus on not taking any responsibility. , and they probably won’t succeed in a collaborative environment.” – Chris O’Neill
I suggest you go a step further and think about what your ideal answer to this question would be as an interviewer. If you asked your top performers this behavioral interview question, how would they answer? What example will they set?
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If you find a candidate who has similar answers to your top performers, they’re a winner! If you called your current boss, what would they say about you?
Fair warning: This interview question may overwhelm your candidates. Whenever you ask a previous boss, it can be a little nerve-wracking. That doesn’t mean it’s not a useful question. Here’s why you should ask (or be prepared to answer) this question during your interview:
“Respondents tend to be very honest in their answers because they expect that I can actually make such a decision.” – Chris M. Williams
Only do this if you’re ready to call their former boss – especially if you’ve heard something that piques your interest – and you want to be sure.
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Knowing about someone’s life outside of work is important not because it’s necessarily relevant to their work experience, but because it can tell you if someone fits your company culture. You never know what interesting things you might find out about these behavioral problems! Their answers can tell you a lot:
Their comfort level with this question also tells you about how the candidate interacts with coworkers, which is important for workplace chemistry.
The crux of this interview question (and it’s an unusual one!) comes from David Lortscher, founder and CEO of Kurology. Here’s why he likes this question:
“Open-ended questions test critical thinking, not pure knowledge. One candidate told us that they would have a device in their house and another on the moon because they wanted to explore space and do new things. Discovery. This could lead to ‘a’ to be translated. a person who has breadth, curiosity and desire to learn.’ – David Lortscher
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This question may be silly or silly – and a little “outside the box”. But that’s a good thing! What did your candidates do while they were on the ground? How creative are they? What do their answers tell you about their preferences? This is also a good opportunity to relax during the interview: give your answers and laugh.
Hell, this idea came from Gil Addo at RubiconMD, and it’s a really fun interview behavior test. His advice is:
“We like to have fun with sales candidates when we test their interpersonal skills. They act as if the interview is over, then call them and ask them to call everyone they meet, from including their name and their x” to talk. about them”. After all, we’re just asking, “Did you get the job?” It’s a great way to gauge their confidence and see if they can handle it in an unpredictable situation.” – Jill Many
It’s stressful, but the ability to remember names, self-confidence and quickly recall details about people are essential for a sales role. Why not test these skills in the interview room?
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This question comes from Gautam Gupta, co-founder and CEO of NatureBox. This is the perfect behavioral interview question because it directly probes motivation and interest. Can you quickly tell someone “why” – are they working for money, status or praise?
Knowing this about potential employees is important – it can explain their behavior and help you motivate them. Gupta put it this way:
“I try to understand the person’s motivations and interests. I also try to understand how they want to develop their career and how NatureBox fits into that path. Ultimately, I want to measure their intellectual curiosity.” – Gautam Gu puta
Think again about the ideal answer to this question. What do you hope will motivate your potential employees?
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No one likes conflict. But it happens. How will your candidate respond? History is your greatest help. This question tells you something about how they perceive conflict and how they handle it. You are also looking for clear and specific answers. Watch for any red flags, such as outright or potential lies.
That question comes from Kent Porter, founder and CEO of Porter’s Leadership Development. Here’s why he loves it and why you should too!
“Sophisticated recruiters respond well when I say, ‘We hire them because they know we’re going to fire them because of who they are.’ Now the question is how do we define who they are?” ?Such questions help to determine who the candidates are.” – Kent Porter
Be prepared to ask follow-up questions – get specific information, usage details. The more you understand how they deal with the past, the more you understand how they deal with the future.
Personality Interview Questions (with Example Answers)
I want to give candidates an opportunity to demonstrate a special talent, need or requirement. If you plan your interviews too carefully, you won’t give candidates enough space to share what’s important. This is their chance to shine – and they should take it!
If they say it’s all covered, you can ask how they’re ready, or if they want to move forward. If they share too much here, that might tell you something.
Most of the world uses Facebook – more than 2.8 billion users every month. With incredible employee benefits, high salaries, and a great reputation, Facebook has no shortage of job-ready candidates. Here are behavioral interview questions you might be asked or answered on Facebook.
If you’ve dealt with companies like McKinsey or Deloitte, you know how serious consulting firms can be. Behavioral counseling interview questions, also known as counseling aptitude questions, are designed to test a candidate’s competency in a specific area. These are the most common behavior problems:
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The US Bureau of Labor Statistics estimates that 140,000 new engineering jobs will be created by 2026, with an average annual salary of $91,010. Engineers who want to work in this field
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