When interviewing, good questions can be the difference between a hire gone wrong and a new superstar employee. By developing good questions, you can ensure that the selected candidate has the skills and attitude necessary to succeed in their new role.
Behavioral Interview Questions
Behavioral interview questions are an excellent way to draw out examples of a potential employee’s past behavior, which is helpful in predicting how they’ll handle similar situations in the future. Rather than ask “are you detail oriented,” which most people will respond yes to, ask the candidate for examples of a time that they completed a task that required a high level of accuracy and walk you through how they handled that challenge. More examples of behavioral questions include:
• Tell me about a time when you had to deal with an upset customer
• Give me an example of a project that you failed at and what did you learn from the experience
• Describe for me your most proud accomplishment in the past five years
• Tell me about a time you received negative feedback and how you addressed it
• Have you ever had to take a project on that you had no experience with? How did you handle it?
Don’t Ask These
These categories are protected classes and could open you up to a discrimination claim if discussed:
• Religion or creed
• National origin or ancestry
• Physical or mental disability
While it is not illegal to ask these questions, it is to base your hiring decision off of them, so it’s best to avoid these questions altogether.