Interview Questions to Determine a Solid Hire

by Jim Klinzing

We find when interviewing candidates and qualifying experience for the position, that there are other key factors for a good hire that you can count on a solid employee for years to come. We sometimes overuse the phrase “Team Player” but what is an Ideal Team Player that will excel with organizations that truly has the Team Player concept down? We ask a lot of other questions when talking to candidates about a career change but these below should help you in your interview process.

There are 3 qualities we look for in candidates we screen. Humble, Hungry and Smart. In simple terms here is what we look for. If they don’t have all three qualities they can still be developed if they are willing to learn, grow and change.

Humble: No Egos.

Hungry: Strong work ethic, willing to pick up the slack and work the hours needed to get the job done on time.

Smart: Empathy and understanding to their co-workers and others. They know how to adapt to different personalities and keep harmony.

Here’s some questions you can ask in the interview process to confirm each quality:

HUMBLE:
What was the most embarrassing moment of your career? Or the biggest failure?

Look for whether the candidate celebrates that embarrassment or is mortified by it. Humble people generally aren’t afraid to tell their unflattering stories because they are comfortable with being imperfect. Also, look for specifics or real references to the candidates own culpability.

How did you handle the embarrassment or failure?

Again, look for specifics about how he accepted responsibility, what he learned from it, and if he actually acted on what he learned.

HUNGRY:
What kind of hours do you generally work?

Hard working people usually don’t want to work nine to five, unless their unique life situations demand it. And if they do, they are usually getting additional work done at home. That’s not to say that some people aren’t stuck in dead-end, nine to five jobs and are itching to get out to do something challenging. But if a candidate is satisfied with a predictable schedule, and talks too much about “balance”, there’s a chance he isn’t terribly hungry. Again, not a litmus test, but a red flag. None of this is to advocate that people should prioritize their work over their families. Not at all. It’s just when a candidate focuses a lot on the hours that he’s expected to work, he may not be the kind of hungry team player you need.

SMART:
What kind of people annoy you the most, and how do you deal with them?

What you’re looking for here are self-awareness and self-control. Smart people know their pet peeves and they own the fact that some of those pet peeves are their own issues. They also know how to deal with annoying people in a productive, constructive way.

Do you need help finding key Team Player Talent to grow your company? Contact Jim Klinzing to schedule a brief time to talk and learn how Recruiting Solutions Network puts exceptional people and great companies together!