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The Best Interview Questions We've Ever Published
When asking questions on the candidate's unique contribution..
Probe: give me an example…
Dig: who, what, where, when, why and how on every accomplishment or project
Differentiate: we vs. I, good vs. great, exposure vs. expertise, participant vs. owner/leader, 20 yard line vs. 80 yard line
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Key Ideas
Questions for the Important Traits
Grit- ask on how determined a person in pursuing his dreams.
Rigor- ask if there was a time he considered a data to make a decision.
Impact- ask for what he have contributed to any organization and his inspiration.
Teamwork- ask of his experiences on working with other people.
Ownership- ask for a time when he experienced "injustice".
Curiosity- Ask them something they have learned recently.
Polish- observe on how they keep confidently calm and humble.
When asking questions on the candidate's unique contribution..
Probe: give me an example…
Dig: who, what, where, when, why and how on every accomplishment or project
Differentiate: we vs. I, good vs. great, exposure vs. expertise, participant vs. owner/leader, 20 yard line vs. 80 yard line
Applying STAR questions
Situation- What's the background of what you were working on?
Task- What tasks were you given?
Action- What actions did you take?
Results- What results did you measure?
Anne Dwane - Village Global
“The most powerful way to construct a job description is to clearly communicate that unyielding, consistent learning is a core part of the job.”
Is your candidate an adaptable learner?
Start with this question: What motivates you and what do you want to do next?
Then ask:
- What have you started?
- How would you describe yourself in your own words?
- How would a colleague describe you in three adjectives?
- What current trends are you seeing in your profession?
- What new things have you tried recently?
The last two questions will indicate that he is determined to learn something new.
Culture Fit
is about finding people who share the high-performance work ethic and belief in the company’s mission. If they don't, then they aren't fit.
Bust Bureaucracy Before It Starts
- Let them shine first. Let the candidate share a project they are proud of to have a sense of what excites them.
- Then make them uncomfortable. Ask them about experiences or times when they were somehow out of control.
- Calibrate your results on how the interview went objectively, not subjectively.
- Watch out for signs of coaching if a person start quoting things from articles or something from your company.
Criteria for Hiring the Best Product Manager
- Intellectual ability
- Communication
- Leadership
- Effectiveness within the company culture
- Knows what users want
- Strategic/Analytical Thinking
- Technical background
- Entrepreneurial spirit
SIMILAR ARTICLES & IDEAS:
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Key Idea
Conduct the Perfect Job Interview
- Truly understand what you need and and tailor everything in your selection process finding the perfect person.
- Determine how you will find the perfect person to fi...
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Key Ideas
Emotional Intelligence (EI)
EI means the mastery of emotional competencies.
That includes self-awareness, self-management, social awareness, and relationship management.
Questions to Measure EI in interviews
- How do you establish trust? An environment with trust promotes higher working engagement
- If you worked for your top competitor, how would you beat yourself? This question could show the candidate's ability to put the good of the organization ahead their own pride.
- Can you use a belief statement to explain the value of what we offer? Ask a belief statement that gets at the heart of what an organization or team offers.
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Key Idea
The STAR Interview Response Technique
- (S) Situation: Explain the background of the situation. What was your job?
- (T) Task: What was the particular task you had to perform? If there was a particular probl...