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Questions for your job interview

If you are new and you’re about to start hiring people for your team, here are a few good questions to rev up your hiring process. Hiring the perfect team is essential to your brilliant idea’s success. Jumpstart your chances by hiring the right people, from the start.

Before the interview

Once you have selected the candidates to interview, prepare thought provoking questions that are a balance that show their technical expertise, their goals, and their personality. I recommend that you provide the candidates with these three tasks in advance of the interview.

1. What is the reason you decided to apply for this job?

This welcomes potential team members to explain what they know about your business and how they feel they best fit in.

2. What do you think about our website and our online presence?

It is important that potential team members are aware of your company’s culture and they like the products and services you offer. This question allows you to gauge the candidate’s interest in your company.

3. Before the interview, take a look at our website and find three things you would want to change if hired.

This task warns potential candidates that this first interview is something to take seriously, and that you will be asking for concrete recommendations and their viewpoint.

In the interview

It is natural for candidates to be nervous during an interview; it is your job to set them at ease so their personality, skills, and background shine through. A fun ice breaker can open up the warmth in the room and encourage candidates to speak freely. One of the most difficult things is to get the real impression of the candidate in just a 30-60 minute interview. The following questions will give you a snap shot of candidates’ personal attributes and personality.

1. What is the biggest mistake that you have ever made in your whole life? You can pick a personal one or a professional one. And please add what you did to solve it or to get out of it.

Many interviewees will have prepared for this type of question; look not for the prepared answer, but for the humble honest answer.

2. How do you see yourself as a colleague? Do you work in a team or on your own? You can only choose one of them.

This question is important; as this will tell you if they work independently or part of a team. Start-ups don’t have time to hold the hands of their new employees, they must be ready to jump in, and do what they have been hired to do.

3. How many hours are you willing to work each week? We work a lot at this company. E.g. the owners work 80 hours per week. Please know that we value our time, and yours. Before you answer, if you get the job we will add the exact number of hours in your contract as a supplement.

To get a job, candidates may promise you the world, and you might be tempted to promise them the world. Ironing out expectations of working hours is vital for team success and morale.

After the interview: questions for you!

After the interview you will have a gut feeling about the can- didate and what they can bring to your brilliant idea. The following questions are for you the business owner. Crafting a cohesive creative team is one of the most important aspects of starting your business.

1. Could I work with this person for 100 hours a week without getting tired of the person?

After work, could I go out for a drink and still want to talk to him or her the next day? If you can go out together and have a fun evening, you’re more likely to enjoy working with the person.

2. Is there a chance that we can invite the candidate to a social event before we hire the person?

It’s really hard to scan a person in one hour, but if you interact with the person it’s much easier. It also gives you the opportunity to see how communication flows between candidates and existing team members.

3. How does the person fit with the team and what do the other employees think about the person?

Bringing a new team member into your business is risky. It is important to allow candidates to meet their potential team members and then follow-up with your team to ensure they feel they can work with the individual. I normally invite candidates to visit the office where they will be working, and casually meet their colleagues.

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