Three Steps to the Best Interview Questions & Predicting the Future

The best interview questions would be the ones that, like a fortune teller, could help you predict a candidate's future work performance.

You could find a good fortune teller and add her to the interview team.

But, there IS a better way to predict the future: use Competency, Behavioral-Based Interview Questions

How do you take advantage of this 'fortune teller' expertise? How can you begin using these types of interview questions in your next interview?

• Step 1: Pick the competencies, personal skills and behaviors crucial for success in the job.

  For example: If you have an open Accountant position, after reviewing the eight types of work behaviors listed in this Hiring Good Employees article, you probably would have pick Organized Workplace as a key behavior needed for success as an Accountant.

  Definition for Organized Workplace:
  The job's success depends on systems and procedures; its successful performance is tied to careful organization of activities, tasks and projects that require accuracy. Record keeping and planning are
  essential components of the job.

• Step 2: Develop interview questions for each key job area using opening statements that ask for examples. Such as:

1. “Tell me about a situation where you...”
2. “Give me a specific example of a time where you had to..."
3. “How well did you handle it when...”
4. "Tell me about..."
Sample Accountant Best Interview
Questions Using the Competency "Organized Workplace"
• "Tell me about specific situations where you implemented procedures and systems. What worked? What didn't?"
• "How important is record-keeping is to you. What system do you use?"
• "Tell me about how you how you analyze data."
• "Give me a specific example of a time where you were required to research data to make a decision. What process did you use? What worked? What didn't?"

• Step 3: Press for specifics and listen aggressively.

  If someone is strong in an competency area they will be able to provide solid and clear examples of work or situation from the past that demonstrate their expertise in that area.

  During the interview take note of any areas that answered with vague examples. Pay attention to and follow up on any and all thoughts or feelings of concern you have about the candidate. (This is VERY important...if the examples are vague, you could have problem - DO NOT skip over or through this...don't miss the startling statistics, next.)

Almost half of newly hired employees will fail within 18 months.

In a Human Resource study of 312 companies that had collectively hired more than 200,000 people.

46% failed in the first year and a half, and only 19% had unequivocal success.

The study revealed what most interfered with the new employee's success:

• 26% couldn't accept feedback
• 23% were unable to understand and manage emotions
• 17% lacked the motivation to excel
• 15% had the wrong temperament for the job
• 11% lacked the necessary technical skills

As surprising as these numbers are, even more surprising is that 82% of hiring managers had a sense that the employee wouldn't work out. They saw subtle signs of potential problems during the interview.

But they ignored the signs because they were either too focused on other issues, were too pressed for time, or they lacked confidence in interpreting them.

Don't let this be you! Be sure to use ALL Three Best Interview Questions Steps.

Pick the best interview questions by tying what you ask to what the job needs and then press the candidate for specific examples of past performance.

Be sure to pay close attention and listen aggressively. Follow up on any and all vague answers and concerns.

Following these steps will help you get a glimpse of your future with this person, kind of like having your very own fortune teller on your interview team!

Have you ever hired your dream candidate only to later discover they were…a nightmare?

What hiring manager hasn’t been there?

What if I told you there’s a way to recognize a potentially poor hiring decision before you extend an offer?

Find out more about this eProduct/mini-workshop now:
How to Conduct an Interview --- Pick a Winner Every Time!

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Use your results to solve relationship and communication challenges AND make better hiring decisions!

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