When interviewing a potential employee, we are looking not only at the competency the person brings to the table, but also at the character they will bring to the organization.
How do you search out the character of a potential employee in an interview? Asking the right questions is a great place to start. Below are some good types of questions to use:
- What are you most passionate about?
- What excites you most about coming to work with our organization?
- What is it that we do that you are aware of that you would feel passionate about?
- When you think about the mission of our organization, what does that mean for you and how does that help fulfill what you would like to do with your life?
- What is one of your greatest successes that has played to your strengths?
- What are the top two or three strengths you would bring to this organization?
- Tell me what you’ve learned from mistakes, failures and/or defeat. Tell me what strengths you have to deal with those.
The interviewee’s answers are important, but there are other observations you as the interviewer can make during the interview. Below are some more characteristics to look for when hiring:
- People person – Does the interviewee seem like a people person? I personally don’t want to hire someone that doesn’t like people. You can always train skills, but you can’t train someone to like people.
- Humility – Individuals who see themselves as the smartest person in the room are typically not beneficial to a team environment. You want to find employees that are confident, but are not egotistical.
- Team player – You want to find employees that will play on a team well, and put value and consideration into the lives, careers and ideas of those around them. Employees with a self-centered one track mind will not be interested in helping your organization reach its goals.