Asking probing questions is the key to eliciting meaningful
information from well-prepared applicants. Here’s an example of how
your probing can reveal the real story.
You: Well, I’m looking for a stellar project manager, so tell me about an important project that you managed.
Applicant: I recently managed the computerization of our entire vendor/purchasing/inventory management program.
(Great. Sounds like a winner—that’s just what we need someone for.)
You: How did you do as far as bringing it in on time and on budget?
Applicant: I’m very proud of that. With a
year-long project, we were up and running and fully trained two weeks
early. The overall budget was $3.5 million and we brought her in at
$3.34.
(Is this a qualified candidate or what? Seems great so
far. Should we move on to some other topics? Let’s probe a little bit.)
You: How many were on the team?
Applicant: 18.
You: Were you the team leader?
Applicant: Yes
(Wow, this candidate’s going to be great, but maybe we should dig a little deeper.)
You: Who selected the software?
Applicant: Oh, the consultant did. She was very sharp.
(Hmmm. The consultant?)
You: How were the team members selected?
Applicant: Well, my boss picked the internal members, and the consultant picked the technical people.
(Maybe this candidate’s involvement was not as great as I first thought. Let’s dig more.)
You: Who directed the day-to-day activities of the team?
Applicant: Oh, the consultant did that. Very technical project, very technical.
(Wait a minute. What did the applicant do?)
You: So how often did you meet with the team?
Applicant: I attended all the meetings to be
sure that everything was going well. I sent out the reminder notices
for the meetings and I printed up the agenda after the consultant
worked it up.
You can see where this going. This candidate, who initially
appeared to be a successful high-level project manager, was in reality a
low-level coordinator. The candidate was never lying, but it took
considerable questioning to bring out a complete picture of his efforts.
The bottom line is that when it comes to job interview questions and answers, the first few almost never reveal the full extent of what you really need to know.
I’ve always found that a test is another excellent way to dig beneath the surface in a job interview. I write up a hypothetical scenario about the type of problem that would really come up on the job for the new employee, Then I ask the applicant to comment. What would they do, if they were in the job? “If I was your boss, what would you tell me we should do to solve the problem?” It’s a completely different filter on a job applicant’s experience and ability.
I’ve always found that a test is another excellent way to dig beneath the surface in a job interview. I write up a hypothetical scenario about the type of problem that would really come up on the job for the new employee, Then I ask the applicant to comment. What would they do, if they were in the job? “If I was your boss, what would you tell me we should do to solve the problem?” It’s a completely different filter on a job applicant’s experience and ability.