Determine the Best Candidate

Determine the Best CandidateDetermine the Best CandidateDetermine the Best CandidateIts an excruciating situation for managers Youve navigated the hiring process and are down to a few equally qualified candidates for one key position. How do you make an informed choice? The pain can be mitigated by knowing what interview questions to ask and how to assess each candidates answers.Well-thought-out, scripted questions, written specifically for each job and asked to each and every candidate, are critical to every interview, says Lissa Weimelt, principal of The Hiring Experts, a retained executive search company. Managers need to predetermine key success factors not skills or experience needed in the job or company.These hiring strategies will help you get the information you need to make the right decision.Identifying Success FactorsAccording to Weimelt, success factors include a candidates character traits, habits, motivators, teamwork skills, reaction to failure or success, and abili ty to manage stress or change. She urges managers to listen carefully for clues to the candidates approach to each one. At the end of the candidates answer, ask yourself What did I learn about her that translates to success in our company?Its also helpful to understand candidates weaknesses. Can they be coached to improve? Also, determine their motivation for job hunting. Are they running from something or to new opportunities?Interview Questions to Differentiate CandidatesCorporate consultant Curtis Crawford, founder, president and CEO of XCEO and author of Corporate Rise The X Principles of Extreme Personal Leadership, recommends asking ansicht questions to help reveal key differences among candidatesConsidering we have three reasonably similar and extremely well-qualified candidates for this position, what are the significant attributes you believe you offer that should substantially differentiate you from the others? Why should we select you as the next XCEO employee?Do you beli eve there is a significant difference between invention and innovation? If so, please share your perspective.How do you describe your long-term career aspirations, and what do you expect from this company in your pursuit?Do you believe that XCEO should place a higher value on managers who have consistently produced outstanding financial results or those who consistently demonstrate the ability to develop successful employees?Interview Questions to Aid Decision MakingCrawford says the following questions are useful when making tough hiring decisionsWhich is most important to you money, power or prestige? If none of the above, what motivates you to perform at your highest capability?Since we are not the current leader in our industry, if you had an opportunity to work for either us or our main competitor, which company would you choose? Why?What motivates you to pursue and ultimately achieve outstanding results, and what do you consider the best reward for great work?Are role models i mportant to you? If so, do you have any professional or personal role models who inspire you to achieve greatness? Are you comfortable sharing them with me, or would you prefer to keep it personal?What is the one word you believe best describes your style?Interview Questions that Surprise Candidates and Prompt Revealing AnswersManagement consultant Regina Barr, owner of Red Ladder, suggests looking for the flinch factor Ask questions that may surprise the candidate, and take note of not only the answers but also interview body language and the reaction to a pressure situation. Consider these examplesTell me about one of your biggest failures. What did you learn from the experience?Tell me about something you did that you regret. Why did you do it, and what did you learn from it?Give me an example of a time when you had to conform to a policy you disagreed with. Describe that experience and your response to it.Marni Hockenberg, principal of The Hiring Experts, cautions that some man agers dig to find the reason not to hire a qualified candidate. If you look long enough, reasonable doubt exists in any candidate. Having a structured interview process will help you identify someone who is a good fit and get your next good employee on board more quickly.