I’ve spent years using the same packet of interview questions when interviewing candidates. A good mix of direct questions and behavioral questions. Fairly direct.

“What’s your proudest accomplishment at your last job?”

“Describe your ideal work environment.”

“Where do you see yourself in five years?”

Last year I threw the packet away.

I realized that these perfectly normal questions designed to help you get to know the interviewee better were disconnected from the things that were actually relevant to good hiring. The questions didn’t actually help me determine someone’s suitability to the specific position I was hiring them for.

If you’re using an interview packet from your HR department or a quick internet search, throw it away. Seriously, throw it away the next time you see it. The biggest problem with template interview packets is that they aren’t helping you hire great employees. If you use a generic interview packet, you’re going to get generic employees.

Instead, you should be using an interview packet that addresses the needs and challenges in your department, with your team, and the things that you most care about.

“But Patrick, where, exactly, will I find this “perfect” list of interview questions tailored to the position I’m hiring for?”

Simple, you are going to create that packet. First, take 5 minutes and write down the biggest problems/challenges you have with your current employees in this position. Did you have to fire the last person? Why? What are the common issues that seem to be repeating themselves? Now, take those challenges and write interview questions specifically centered around them.

Have consistent problems with employees calling in when they have car problems? Try the question: “What would you do if you woke up and your car wouldn’t start?” Have a problem with employees bickering? “When’s the last time one of your co-workers was rude to you? How did you handle it?”

Next, take another 5 minutes and write down the top traits/qualities that you want more of from your employees. What are the high performers exceptionally strong at? What are the traits that you want to solve for in your next couple of hires? Alright, same as before, come up with questions that highlight those qualities.

When I learned to trust my knowledge of my team/department by creating my own interview questions, I found that the #1 question that influences my hiring decision is one that wasn’t in my original packet of questions:

“Can you tell me about a time you received constructive criticism that changed your mind about something?”

With that one question the candidate is going to help me understand if they’re the kind of person that reacts well to feedback and takes constructive criticism seriously. One of the biggest challenges I’ve had on my own team is ensuring that the people that report to me are open to constructive feedback and having their perspective challenged. My employees that are open to a new perspective do very well and my employees that are more fixed-minded struggle.

After you’ve taken 10 minutes to write out the core questions that you want to hire around, then you can go back and add in some “template” interview questions that can help you fill in around the edges.

By more effectively filtering for the traits you want and filtering out the traits you don’t, you’ll find that you’re making more confident decisions about your hiring and start to see a better caliber of employee.

And seriously, throw away that interview packet.

Good luck out there,

Patrick

Become a better leader (by being yourself) Be the kind of leader that people tell their friends about. Sign up to receive actionable leadership insights. You’ll also receive my cheat sheet on mastering difficult conversations. Subscribe We won’t send you spam. Unsubscribe at any time. Powered By ConvertKit