Shawnee Love   •  
February 9, 2012

It is my opinion, that while a minimum threshold of skill and ability should be present, hiring for attitude, personality and the elusive fit is the best approach.  Here are 4 interview questions I use to get at those qualities.

What interests you about this job?

I want to know why the candidate applied because that should tell me a lot about what is the person identifies with or is attracted to. Not only is this information important in assessing whether or not the person is interested for the right reasons (whatever you consider those reasons to be), but it is also good to know what aspects of the job are most attractive when managing and motivating that new hire in the future.

Tell me about yourself?

I can almost hear you groan, but this question is good because candidates tell you information that can help you decide whether you’d want to sit next to them everyday (critical info in my book), and their answers are indicative of what is important to the candidates.  Someone who talks only about work, either has something to hide in the personal life or has none to speak of.  Great news if you want a workaholic. People who meander or hop all over the place tend to be that way all the time. You judge if it is what you want.

Take me through your career history and help me understand the decisions you made.

I frame the question deliberately to see if the candidates are willing to take responsibility for their careers. If a candidate chafes about owning his career, or bemoans the dreadful circumstances that have led him to your door, consider that a red flag and do not proceed.  Candidates in the middle who have just floated and been complacent aren’t my first choice either, but if you are looking for someone to just do their job without being high maintenance they can be a good option. Oh, and of course, this question should also showcase the person’s career and help you evaluate whether their experiences are relevant.

and finally, the last question I ask (just as the candidate is about to leave and the interview is for all appearances over) is:

Why do you think you are the best candidate for this job?

I figure that if the candidate doesn’t know why s/he is right for the job, then s/he isn’t “right”. If the candidate has a good answer, it will help me decide whether the best points the candidate cites are the same ones I want and need.  Then I can make a decision accordingly.

Hope those help you. Do you have any zingers you like to ask?  Please share them in comments.