1. Why did you change X jobs in Y years?
“This question helps me understand the full picture of the professional development of the candidate. What motivates him? Why, with motivation, does he jump from one job to another? What is the key reason for his dismissal?
The answers show me their loyalty and the process of reasoning. Do they think that they are limited by bosses and managers? Or do they get bored quickly?
There is nothing wrong with a person changing his job, it matters why he does it, ”- Shama Kabani, founder and director of The Marketing Zen Group.
2. If we were sitting here a year later, noting the achievements of the company, what would be your merit in this? What have we achieved together?
“For me in the interview it is important that the candidate studied us. I need to know that he has prepared and really understands the company and his role in it and really wants just that.
The candidate should have a strategic vision, and he should not only talk about what a good year it was, but respond with an eye to the future, seeing the big picture of the company’s development and understanding why he wants to work here, ”Randy Garutt, Executive Director Shake Shack.
3. When were you most satisfied in your life?
“With the exception of entry-level professionals, I assume candidates have decent work skills and intelligence. I assume that intelligent people with the right experience will quickly adapt and succeed in the new environment, when the company's culture suits them and inspires them. So I concentrate on their character and how well they fit into my organization.
This question opens the door to a conversation during which I can see the correspondence between life in my company and what this candidate needs in order to prove himself in the best way. Can he be the best in my company or elsewhere? ”- Dick Cross, Founder and CEO of Cross Partnership.
4. If you are accepted to the position, and the work itself will suit you, and you will receive the salary you are requesting, what offers from other companies might interest you?
“I want to find out what drives the candidate harder - attachment to money or the workplace. Can I buy it? You will be surprised at some of the answers, ”- Ilya Pozin, founder of Ciplex.
5. Who is your role model and why?
“The question may reveal how much the candidate is inclined to introspection in personal and professional development. I believe that this quality is closely linked to success and ambition. In addition, he can show what qualities and actions the candidate is striving for, ”- Clara Sheeh, co-founder and CEO of Hearsay Social.
6. What do you dislike doing?
“We tend to believe that employees enjoy all aspects of their work. But I found out that this happens quite rarely. However, to get an honest answer, considerable persistence is required. Usually I ask this question several times, in different ways, but the answer is always worth the effort. For example, I had the opportunity to interview a sales manager who said he did not like meeting new people. But the biggest impression was made on me by the finance manager, who said that he does not like the routine and when someone checks his work. Next! ”, - Art Papas, Founder and CEO of Bullhorn.
7. Tell us about the project or achievement that you consider the most significant in your career?
“I believe that this issue allows you to develop a conversation and provides an opportunity for the candidate to tell about himself from the best side in a non-standard way. In addition, other questions naturally arise: what position did you take when you achieved this result? How did this affect the growth of the company? Who else participated in this, and how did this achievement affect the team? By discussing just this simple question, you can get a lot of additional information about the person, his work habits and how he works with other people, ”Deborah Sweeney, Executive Director of MyCorporation.
8. What animal would you call your totem, or what inspires you?
“I asked my assistant during the interview what her favorite animal is. She said that she loves ducks, because they are calm on the surface, but scurry about like crazy underwater to get their way. I think this is a terrific answer and a great description for the position she was applying for. She has been working with us for about a year and is showing great performance, ”- Ryan Holmes, Executive Director of Hoot Suite.
9. We constantly try to work better, faster, smarter or at a lower cost. We use technology or improve processes. In other words, we are trying to do more and cheaper. Tell us about a project or a problem that you have done better, faster, smarter, more efficiently or less expensive?
“Good candidates will have several answers to this question. Stunning - will talk about their decisions enthusiastically. For 13 years, we only once raised prices for our customers. Not because our costs fell - quite the opposite. We are able to maintain our prices because we have achieved the best in what we do. Our team at all levels keeps its nose in the wind, seeking solutions to problems. Every new employee should do the same, ”Edward Wimmer, co-founder of RoadID.
10. Tell us about specific achievements in your past position that will allow you to succeed in our company?
“Past successes are usually the best indicator of future achievements. If a candidate cannot give examples of successes in the past, he is unlikely to achieve more in our company. And in any other, too, ”- Dave Lavinsky, founder of Guiding Metrics.
11. So what is your story?
“This pointless question immediately puts the candidate in a defensive position, because there is no right or wrong answer. But the way he keeps himself is the answer.
This question suggests a creative answer. This is an invitation to play a game and an opportunity to see where the candidate is playing without fear of the wrong answer. The manner of answer says a lot about the character, imagination and ingenuity of man.
In the modern world, stories help evoke emotions through which brands are sold - a product or a person.
The way he looks at me when I ask this question also tells me something about his ability to impress. If he takes a defensive position, looks clamped and holds a pause longer than a few seconds, this may indicate that the applicant takes everything too literally and does not think broadly. We need to think broadly in our business. ”- Richard Faness, Managing Partner, Finn Partners
12. Do you have questions for me?
“I like to ask this question at the beginning of the interview. This shows how quickly he thinks, and also allows you to assess the level of training and strategic thinking. I often noticed that you can learn more about the candidate by what questions he asks than by what answers he gives, ”- Scott Dorsey, co-founder and CEO of Exact Target.
13. Tell us about the time when events did not develop the way you wanted: your expectations did not materialize or the project failed.
“This simple question can say a lot. Candidates can talk for a long time about how important it is to work in a team, but this does not mean that they know how to do it in practice. We need independent players who will consider their position as a partnership.
As a rule, there are three possible answers:
charges;
self-abasement;
growth opportunities.
Our company needs purposeful employees who are not afraid to solve several problems at the same time and sometimes go beyond the scope of the job description. So I would like to hire players in the team with the right attitude and approach. If a candidate shifts responsibility, blames, speaks negatively about former colleagues, speaks from the position of law or represents his role as an individual as opposed to partnership, he is unlikely to join our team.
But if they take responsibility and passionately want to apply the lessons they learned from past experiences, they will thrive in our meritocracy, ”said Tony Knopp, co-founder and CEO of Spotlight Ticket Management.
“This question helps me understand the full picture of the professional development of the candidate. What motivates him? Why, with motivation, does he jump from one job to another? What is the key reason for his dismissal?
The answers show me their loyalty and the process of reasoning. Do they think that they are limited by bosses and managers? Or do they get bored quickly?
There is nothing wrong with a person changing his job, it matters why he does it, ”- Shama Kabani, founder and director of The Marketing Zen Group.
2. If we were sitting here a year later, noting the achievements of the company, what would be your merit in this? What have we achieved together?
“For me in the interview it is important that the candidate studied us. I need to know that he has prepared and really understands the company and his role in it and really wants just that.
The candidate should have a strategic vision, and he should not only talk about what a good year it was, but respond with an eye to the future, seeing the big picture of the company’s development and understanding why he wants to work here, ”Randy Garutt, Executive Director Shake Shack.
3. When were you most satisfied in your life?
“With the exception of entry-level professionals, I assume candidates have decent work skills and intelligence. I assume that intelligent people with the right experience will quickly adapt and succeed in the new environment, when the company's culture suits them and inspires them. So I concentrate on their character and how well they fit into my organization.
This question opens the door to a conversation during which I can see the correspondence between life in my company and what this candidate needs in order to prove himself in the best way. Can he be the best in my company or elsewhere? ”- Dick Cross, Founder and CEO of Cross Partnership.
4. If you are accepted to the position, and the work itself will suit you, and you will receive the salary you are requesting, what offers from other companies might interest you?
“I want to find out what drives the candidate harder - attachment to money or the workplace. Can I buy it? You will be surprised at some of the answers, ”- Ilya Pozin, founder of Ciplex.
5. Who is your role model and why?
“The question may reveal how much the candidate is inclined to introspection in personal and professional development. I believe that this quality is closely linked to success and ambition. In addition, he can show what qualities and actions the candidate is striving for, ”- Clara Sheeh, co-founder and CEO of Hearsay Social.
6. What do you dislike doing?
“We tend to believe that employees enjoy all aspects of their work. But I found out that this happens quite rarely. However, to get an honest answer, considerable persistence is required. Usually I ask this question several times, in different ways, but the answer is always worth the effort. For example, I had the opportunity to interview a sales manager who said he did not like meeting new people. But the biggest impression was made on me by the finance manager, who said that he does not like the routine and when someone checks his work. Next! ”, - Art Papas, Founder and CEO of Bullhorn.
7. Tell us about the project or achievement that you consider the most significant in your career?
“I believe that this issue allows you to develop a conversation and provides an opportunity for the candidate to tell about himself from the best side in a non-standard way. In addition, other questions naturally arise: what position did you take when you achieved this result? How did this affect the growth of the company? Who else participated in this, and how did this achievement affect the team? By discussing just this simple question, you can get a lot of additional information about the person, his work habits and how he works with other people, ”Deborah Sweeney, Executive Director of MyCorporation.
8. What animal would you call your totem, or what inspires you?
“I asked my assistant during the interview what her favorite animal is. She said that she loves ducks, because they are calm on the surface, but scurry about like crazy underwater to get their way. I think this is a terrific answer and a great description for the position she was applying for. She has been working with us for about a year and is showing great performance, ”- Ryan Holmes, Executive Director of Hoot Suite.
9. We constantly try to work better, faster, smarter or at a lower cost. We use technology or improve processes. In other words, we are trying to do more and cheaper. Tell us about a project or a problem that you have done better, faster, smarter, more efficiently or less expensive?
“Good candidates will have several answers to this question. Stunning - will talk about their decisions enthusiastically. For 13 years, we only once raised prices for our customers. Not because our costs fell - quite the opposite. We are able to maintain our prices because we have achieved the best in what we do. Our team at all levels keeps its nose in the wind, seeking solutions to problems. Every new employee should do the same, ”Edward Wimmer, co-founder of RoadID.
10. Tell us about specific achievements in your past position that will allow you to succeed in our company?
“Past successes are usually the best indicator of future achievements. If a candidate cannot give examples of successes in the past, he is unlikely to achieve more in our company. And in any other, too, ”- Dave Lavinsky, founder of Guiding Metrics.
11. So what is your story?
“This pointless question immediately puts the candidate in a defensive position, because there is no right or wrong answer. But the way he keeps himself is the answer.
This question suggests a creative answer. This is an invitation to play a game and an opportunity to see where the candidate is playing without fear of the wrong answer. The manner of answer says a lot about the character, imagination and ingenuity of man.
In the modern world, stories help evoke emotions through which brands are sold - a product or a person.
The way he looks at me when I ask this question also tells me something about his ability to impress. If he takes a defensive position, looks clamped and holds a pause longer than a few seconds, this may indicate that the applicant takes everything too literally and does not think broadly. We need to think broadly in our business. ”- Richard Faness, Managing Partner, Finn Partners
12. Do you have questions for me?
“I like to ask this question at the beginning of the interview. This shows how quickly he thinks, and also allows you to assess the level of training and strategic thinking. I often noticed that you can learn more about the candidate by what questions he asks than by what answers he gives, ”- Scott Dorsey, co-founder and CEO of Exact Target.
13. Tell us about the time when events did not develop the way you wanted: your expectations did not materialize or the project failed.
“This simple question can say a lot. Candidates can talk for a long time about how important it is to work in a team, but this does not mean that they know how to do it in practice. We need independent players who will consider their position as a partnership.
As a rule, there are three possible answers:
charges;
self-abasement;
growth opportunities.
Our company needs purposeful employees who are not afraid to solve several problems at the same time and sometimes go beyond the scope of the job description. So I would like to hire players in the team with the right attitude and approach. If a candidate shifts responsibility, blames, speaks negatively about former colleagues, speaks from the position of law or represents his role as an individual as opposed to partnership, he is unlikely to join our team.
But if they take responsibility and passionately want to apply the lessons they learned from past experiences, they will thrive in our meritocracy, ”said Tony Knopp, co-founder and CEO of Spotlight Ticket Management.
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