10 Best Interview Questions to Reveal True Character

  • By Brittany Guyton
  • 22 Dec, 2015
Hiring a new employee is a lot like a first date – both parties are presenting their most attractive image and the day-to-day interactions to follow are often very different. You will have some basic information about the person's background, but how can you be certain that the person who shows up for an interview is going to bring the same standards and character to work everyday?
You don't have to be psychic to predict the future and pick the right candidate, but you do need to have the right questions and be perceptive to the tone, ease and insight of the interviewee's response.

Here are 10 best practices for interviewing to help find the right match.

1. What’s your story?
            This casual question provides insight to the candidate’s personal view of themselves, their ambitions and their values.

2. What do you consider you greatest professional achievement?
            This question reveals what the candidate values and opens the door for follow up questions about their work career.

3. Tell me about a time that something at your job didn’t work how you wanted.
            By asking for a previous disappointment, you can often interpret how the interviewee handles defeat, if they accept responsibility or are victimized, and if they turn it into a positive result with opportunity to grow and learn.

4. What part of this job do you like the least?
            Honesty, if you can obtain it, will reveal where this person will need more training or time. Be persistent and ask it in a different way later if the opportunity arises.

5. At what point in your life have you been most satisfied?
            Professional life and personal life may be separate entities at your company, but there will still be evidence of the qualities that the candidate values and if those align with the environment of your company.

6. What do you think our company is doing right and what can we be better at or improve?
            This demands honesty and can also provide insight to weaknesses in your marketing, transparency and public representation. You will see first hand how the candidate delivers critiques and also reveal the strengths of the candidate (the suggested improvements are often the areas that he or she are most skilled and confident).

7. Have you had a good manager in the past? Tell me about that relationship.
            Understanding the dynamics of a previous working relationship will highlight what this candidate needs to be successful and the qualities of work environment that make them thrive.

8. How do you see this job will contribute to your advancement in your career?
            Similar to the “Where do you see yourself in 5 years” question, this question will get a more direct and relevant answer about the ambitions and path of their future achievements.

9. What is your understanding of the job requirements and what do you think would improve the position if we were give you an offer?
            You may be hesitant to offer false hope, but pay, hours and benefits are the determining factors for a long-term employee. You will have better success if you open the conversation for expectations early.

10. Would you be open to a drug screening and background check about your educational history, employment history and criminal history? Is there any thing that may come up on that report that I should be aware of?
            Statistics from many sources reveal that 50-60% of applicants provide false information. A background check can reveal inconsistencies and presenting this common practice to the candidate openly will reveal more about his or her character.

References:

http://www.huffingtonpost.com/2013/03/04/14-interview-questions-th_n_2807438.html

http://www.humanworkplace.com/smarter-usual-stupid-interview-questions-managers-ask-job-candidates/?...

http://managementhelp.org/staffing/screening.htm

The CHC Blog

By Mark Ridgeway 19 Jul, 2017
As a business owner or HR professional you've been there: you’re at the tail end of a particularly difficult hiring process and you’ve finally found the right candidate for the job. It’s easy to say, “Phew! Glad that’s over,” and move forward with finalizing the details.

But before you do, you should really consider ordering a background check on your candidate of choice. Integrating a background check policy can really benefit and protect your company. Here are 5 reasons you should always run a background check:

1. Stronger hires = Saving Money

Don’t just rely on your “gut feeling.” The more you know about the candidate, the better you will be able to assess if he/she is a fit for the position and for your company. Talent acquisition is a struggle in nearly every industry, so make sure that you’re not cheating yourself out of any of the available information before extending an offer.

It’s important to point out that better hires often means less turnover. We know that turnover is typically the number one cost to employers. Save yourself from investing in the wrong employee for the job.

Aside from turnover costs, as was stated in a previous blog post Who Is Stealing From You , we know that upwards of $50 billion annually in cash and inventory is stolen by employees. Does your job candidate have a history of taking extra "perks" from previous employers?

2. Safer Work Evironment
Running a background check on potential employees before officially hiring them can aide in reducing workplace violence. As an employer, you’ve made a commitment to your current employees to operate a safe work environment. Don’t skip this important step in ensuring that safety.

According to the Bureau of Labor Statistics Census of Fatal Occupational Injuries (CFOI), of the 4,679 fatal workplace injuries that occurred in the United States in 2014, 403 were workplace homicides. However it manifests itself, workplace violence is a major concern for employers and employees nationwide.

3.  Better Compliance in State & Federal Regulatory Requirements
A third-party background screening provider with in-house compliance expertise, can help your company properly create a screening solution. This not only satisfies your industry standards, but also state and federal regulatory requirements, which vary from state-to-state and by type of position you are staffing. Utilizing a partner that is a true expert in this field is important for the success of your company.

4.  Decrease the risk of being sued
Making a bad hiring decision can leave you and your company vulnerable to liability. Ordering a background check can help you find patterns in a person’s history. For example, if a potential employee has had multiple discrimination suits against them, you as an employer may be liable should the employee discriminate within your workplace. Being able to sort out candidates with these issues will help decrease the chances of a lawsuit.

5. Verifying Resumes
Does your candidate have the experience they claim? Do they really have the education and the professional licenses that are listed on their resume? A survey from CareerBuilder  of more than 2,500 hiring managers found that 56% have caught job candidates lying on their resumes.

Background checks can help you weed out the people that do not have the skills for the job. It also can help you verify that the candidate’s resume is valid.  Don’t leave yourself vulnerable to these discrepancies.

Requesting a background check for a prospective employee is perfectly within your rights as an employer. These background check reports can hold vital information that is relevant to your hiring decision. You wouldn’t choose to not gather all of the relevant information when making a different business decision, so don’t skimp here either. Take the time to do your homework and you’ll see the results!

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