10 questions to ask job candidates

Behavioral investigator Vanessa Van Edwards seeks to reveal candidates’ motivation, personality and values without having to give a personality test (read explanations at scienceofpeople.com). That includes asking, “What’s something that you used to believe but no longer believe?” She wants to make sure people are willing to adjust their behavior after gaining new information, and that question identified a major red flag while interviewing an otherwise high-quality candidate.

“It took her a really long time to answer it. That was worrisome because people who are willing to change their opinion say, ‘I’ve been wrong so many times,’” Van Edwards said. “When she finally answered, she said, ‘Well, I used to believe in the Easter Bunny, but I don’t believe in that anymore.’ That’s not a good sign.”

That’s why Van Edwards developed 10 behavioral interview questions (including the aforementioned inquiry) to ask in job interviews and why she recommends that once people are hired, managers encourage staff to identify and discuss all of their strengths and weaknesses regarding soft skills.

“Think about what those strengths are, and build the business around those strengths,” she said.

1. What’s something that you used to believe but no longer believe?
2. Who were the competitors at the last company you worked for and how did your company differentiate itself?
3. Tell me about your best and worst days at work.
4. If I called your current boss, what would they say about you?
5. Are you working on anything exciting outside of work?
6. You have two teleportation devices. Where do you place them and why?
7. Wait … do you remember all of our names?
8. If you didn’t have to work, why would you come into the office?
9. Describe the last significant conflict you had at work and how you handled it.
10. Is there something I didn’t ask that I should have asked you?

• Read more from Van Edwards in the May/June Round the Table cover story “Success comes from soft skills, not a hard sell”
• See how creating detailed postings and manuals sets expectations and provides clarity in “How to get job descriptions right”
• Watch Susan Catherine Paterson, FChFP, describe her practice for hiring employees and give an outline for how you should manage your staff in “Evaluating employees”