Just My E-pinion
Two weeks ago we suggested, somewhat tongue-in-cheek, that the best way to deal with problem employees is to avoid hiring them in the first place. They don’t get that way over night, and most can be spotted and screened out through savvy interviewing techniques. We suggested some artful questions, and we asked you for some of yours. Once again, you did not disappoint.
Catherine Reilly, administrative manager at Welsh, Carson, Anderson & Stowe, provided this trio of inquiries:
- “Describe one of the worst problems you had to handle at your last job and how you resolved it.” (This gives you a sense of what the candidate considers to be a “worst problem,” and shows their responsiveness when things go wrong, and their reactions to stressful situations.)
- “What teamwork challenges did you have at your last job and how did you handle them?” (This gives you an idea of what type of teamwork situation they’ve most recently experienced and are arriving with, and it describes what they consider to be an “issue” and how they managed it.)
- “What did you ‘create’ at your last job?” (This shows initiative, innovation, and interest level in their work. It may reveal where a candidate might be really passionate about the work they do.)
Sometimes Less Is More
“My favorite question is ‘Tell me about yourself …’ You will be amazed at what applicants will tell you.”
— Jim Reiser, human resources manager, southeast region, Penske Truck Leasing
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“If the applicant has worked for several employers, I ask them: ‘If you could choose just one of your previous employers to work for again, which one would it be?’ Then, of course, I would ask about any ‘issues’ that may come from their answer. If the applicant has worked for one employer for an extended period of time (3 years or more), I would ask: ‘What kept you employed with (X company) for (X number of years)?’ Then also discuss any ‘issues’ that came from their answer.”
— Vaughn Welches, I Supply Company
“A question provided by our Administrative Safety Officer: ‘Do you have any beliefs that you absolutely have no intention of changing your mind on? What are they and why’’ Many interviewees cannot think of a single one.”
— Shari Harwood, benefits coordinator
Reverse Anthropomorphism?
“Earlier in my career I worked in long-term healthcare facilities where the vast majority of employees are female. I had to seek out reliable, nurturing types yet avoid questions that would run to gender biases like asking about children and spouses. Instead, I asked a number of questions about pets and animals in general, household and otherwise. By learning something about their attitudes toward animals I could glean a fairly accurate picture of how those feelings and attitudes would transfer to our main ‘product’—essentially, helpless elderly folks who needed much the same TLC as the family’s nonhuman members.”
— Kevin J. Baldwin, human resource manager, Commercial Vehicle Group
“Our favorite interview question is typically asked as the last question, especially if the interview has gone very well. It helps ease a few of the butterflies, but also helps you to see how the applicant will react to ‘off-the-wall’ questions, and their ability to use ‘commonsense logic’ as well as their book smarts: ‘Why is a manhole cover round?’ You’d be amazed at the answers you get—most of which are not actually correct, but are a good indication of how the applicant’s mind works, especially when they try to justify or support their response.”
— Dawn Dixon, human resources manager, Columbus IT
“One of the questions I ask is, ‘Who was your favorite supervisor and why?’ This gives insight on how this potential candidate would work with the current supervisor.”
— Sharon Woodbury, director of human resources and public relations, The Guild of St. Agnes
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Chris Joyce, director of human resources at the Foundation for California Community Colleges, provided us with a lengthy list of terrific questions (he explained that we have helped him out with some of our previous columns, and he wanted to return the favor):
- “If there were one area you’ve always wanted to improve upon, what would that be?”
- “Tell us about a situation in which you had to adjust to changes over which you had no control. How did you handle it?”
- “Give a specific example of a time when you had to address an angry customer. What was the problem and what was the outcome? How would you assess your role in defusing the situation?”
- “Tell us about a time when you built rapport quickly with someone under difficult conditions.”
- “Describe a time when you were able to effectively communicate a difficult or unpleasant idea to a superior.”
- “Do you prefer to work with the ‘big picture’ or the ‘details’ of a situation? Give me an example of an experience that illustrates your preference.”
- “How have you adjusted your style when it was not meeting the objectives and/or people were not responding correctly?”
- “Tell us about the most difficult or frustrating individual that you’ve ever had to work with, and how you managed to work with [him or her].”
- “Tell us about a time when you took responsibility for an error and were held personally accountable.”
These are some truly probing and thought-provoking questions—and we received many others that we didn’t have space to publish. As always, we thank you for your input, and we hope that you benefit from your colleagues’ collective wisdom.
I think most of those interview questions are pretty useless, especially the one about the manhole cover. (Everyone knows that a circle is the only shape which will guarantee the cover can’t fall in the hole.)
Instead, I make a list of the things I want the applicant to do.
then I ask if they have ever done these things. Why Mickey-mouse around about pets etc. when you can just ask, “Have you ever taken care of elderly people?” “If so, tell me about it. what was challenging about that? What ws rewarding?”
If they haven’t ever taken care of elderly people, go to the next candidate.
In short, DETERMINE IF THEY HAVE ACTUALLY DONE WHAT YOU WANT THEM TO DO. Questions about who was their favorite supervisor and such are just pablum.
I appreciate the sharing of these interview questions. I am puzzled by the suggestion to ask the question about deeply held beliefs that the applicant would never change. This question appears to be on a slippery slope and could lead to responses about religious beliefs. The applicant may intuit that that type of response is the intent of the questions. Since interview questions about religion–both oblique and direct– are forbidden by DOL (except where one is requesting an accommodation), interviewers may want to proceed w/ caution.