Candidates today are increasingly prepared for classic interview questions. To find out what you really need to know you may need to ask a few unusual questions.<\/p>\n
Most employers today are not trained interviewers yet they need to make decisions about talent that will define either the success or the failure of their teams.<\/p>\n
In today\u2019s market roles are becoming increasingly specialised and organisations are arming themselves by ensuring that their candidates, whether they\u2019ve come through a recruitment agency or their own interview process, have the right skills and competencies for the role.<\/p>\n
Yet according to our research, cultural and motivational fit<\/a> are a higher indication of success in a role than skills or competencies. So therefore as a hiring manager, apart from making sure the person can do the job, you should ask questions that will give insight into how well they will do the job and if they really want the job.<\/p>\n Here are three questions that will help you achieve that.<\/p>\n I love this question, I ask it to everyone. People come into interviews to sell themselves. If they\u2019re doing that well, and you as an employer start considering them a good fit for the role, then the risk is you stop looking at potential issues, gaps and problems. This is dangerous because even if you do want to hire the person, you need to ensure you have a balanced view<\/a> of them and that you understand both their positives and negatives.<\/p>\n So if you feel the interview is going well, this question allows you to see if the person is just \u2018selling\u2019 or if they\u2019re actually viewing and presenting themselves realistically. It may also give you an insight into their development areas, which other questions may not have given you.<\/li>\n What you\u2019re trying to find out here is whether the person has actually thought this through. Have they made the emotional journey and are now genuinely ready to move, even if they\u2019ve had strong mentors at their current organisation or have worked there for a long time? Counter offers in today\u2019s talent-short market are a reality. It\u2019s not only up to a recruiter to gauge how ready a candidate is for change, but a hiring manager too.<\/p>\n Actually leaving a job can be more difficult than people envision, especially for those who\u2019ve formed a strong psychological contract with their organisation. If people are leaving only for more money then if they\u2019ve been successful at their role and are offered more money to stay, they may accept that counter offer. Getting a feeling for this early on can help you better plan back-up candidates for the role, should they be needed.<\/li>\n\n