10 Effective Interview Questions to Test If Job Candidates Have a ‘What Can You Do’ Attitude

Hiring managers spend many hours interviewing job candidates as part of their job. Asking the right interview questions is certainly par for the course to determine the right job or culture for a candidate, but many hiring managers end up asking Wrong question, resulting in wrongdoing that hurts the bottom line.

Many people hold back from asking questions that they know instinctively from past history. Typical interview questions like the dreaded and old “Why should I hire you”, “Where do you see yourself in five years” or “Sell me this pen” are still used, but go a long way in determining a good hire. has little or no effect.

These questions should be replaced by practical interview questions that eliminate the ambiguity and answers managers are looking for.

The beauty behind practical interview questions is that the interviewer – or the hiring manager – asks questions that should be answered based on facts, not fiction. For example, instead of asking a job candidate how he or she would do a particular job to get the job, the hiring manager would ask the job candidate to explain how he or she works. did To complete the task.

The hiring manager can continue to check in with follow-up questions, and ask for more details if he is not satisfied with the answers. This approach protects the job candidate against or generalizes answers and gives managers a clear edge; Job aspirants may not get a chance to give any ready story or written answer.

10 questions to ask

To roll over some practical questions, which I personally recommend, try these to gauge a job candidate’s motivation or ability to take initiative. This works great if you’re looking for futuristic, entrepreneurial-minded employees who can.

  1. Describe a time when you considered that you were unable to meet several deadlines. What did you do about it?
  2. When you had extra time available at your previous job, describe ways to make your job more efficient.
  3. Tell me a time when you identified a problem with a process and what steps did you take to rectify the problem?
  4. Give an example of a new idea you have suggested to your manager in the past six months. Describe the steps you took to implement your idea.
  5. In what type of work environment do you work best? Tell me about a time you worked in this environment.

  6. Tell me about a time when you identified a new, unusual, or different approach to addressing a problem or task.
  7. Describe the timing and strategies you used to implement a major change in your team.
  8. Describe a project or idea (not necessarily your own) that was implemented, or was carried out successfully, primarily because of your efforts.
  9. If you find yourself working with a team that isn’t motivated, how do you keep yourself motivated and inspire others?
  10. Describe the actions and behaviors of your current/former manager or supervisor that you respond to most effectively?

Listen for answers that will get you thinking about what inspires your job candidate, or what work environment most inspires a job candidate. For example, you don’t want to hire a job candidate who most enjoys working alone for positions that require strong team collaboration. Since behavioral interviewing is evidence-based and truly a science, I highly recommend that managers receive proper training To be an effective behavioral interviewer.

The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.