Hiring the Best Ch 9

Podcast

Play an AI-generated podcast conversation about this lesson

Questions and Answers

What is the primary reason for asking a candidate about their personal qualities necessary for a job?

To evaluate their technical skills.

To predict their ability to shirk less desirable tasks.

To assess their understanding of the job and dedication. (correct)

To determine their familiarity with management terminology.

When asking about a candidate's progress, what primary insight is the interviewer seeking?

Their interest in the role

Their ability to over inflate their previous experiences.

Their level of self-confidence and how they perceive their professional journey. (correct)

Their past technical achievements.

Why is it important to follow up a 'Do you consider yourself successful?' question with 'Why?'

To analyze their motivation, multitasking, and determination. (correct)

To get a simple 'yes' or 'no' answer.

To identify any potential weaknesses.

To understand their technical background.

When a candidate is asked about their greatest weakness, what is the interviewer primarily looking for?

An indicator of self-awareness. (D) Signup and view all the answers

When a candidate is asked, 'What plans do you have to improve your professional performance?' what is the primary goal for the interviewer?

To see the candidate understands the need for ongoing development. (A) Signup and view all the answers

What is a key aspect of 'will do' that managers should assess during interviews?

The candidate's willingness to engage with challenges and demonstrate consistent commitment. (C) Signup and view all the answers

The 'clock watchers' are characterized by which of the following behaviors?

Exerting minimal effort just to retain their position and frequently complaining. (A) Signup and view all the answers

What crucial error do many interviewers commonly make when assessing candidates according to the text?

They prioritize 'can do' over a balanced assessment of skills and motivation 'will do'. (C) Signup and view all the answers

What strategy should managers use to approach candidates with low motivation?

Managers should aim to separate these individuals during the hiring process. (C) Signup and view all the answers

In the context of motivating the workforce, the text emphasizes that it is important to consider motivation as:

The drive from working with exciting challenges and maintaining consistency. (D) Signup and view all the answers

What is the primary attribute a hiring manager should be assessing when asking about a candidate's past failures?

The candidate's ability to analyze the reasons for failure and learn from them. (C) Signup and view all the answers

Why might a question like, 'What did you dislike about your last job?' be useful in an interview, even though it's a common question?

It provides a segue to asking behavioral follow-up questions about how the candidate handled those negative situations. (C) Signup and view all the answers

Which of the following best describes the interviewer's goal when asking about a candidate's ability to handle multiple projects at once?

To see if the candidate can prioritize tasks and change focus effectively without becoming overwhelmed. (B) Signup and view all the answers

What should interviewers be cautious of when a candidate describes working an excessive amount of extra hours?

The interviewer should consider that this pattern might indicate poor work habits or planning skills. (B) Signup and view all the answers

What is the primary focus when asking candidates about systems or methods they've used for accomplishing a job?

To assess a candidate's creativity, critical thinking and problem solving approach to a job. (C) Signup and view all the answers

What is the primary purpose of asking a candidate about a project they enjoyed?

To gauge their motivational focus and how they like to spend time. (B) Signup and view all the answers

Why is it important to inquire about a responsibility or project that a candidate did not enjoy?

To understand what demotivates the candidate and how they respond to challenges. (D) Signup and view all the answers

What does asking "How do you deal with complex problems in your job?" reveal about a candidate?

Their capacity for critical thinking and problem-solving. (A) Signup and view all the answers

When asking 'What are some of the things you find difficult to do?', what is an interviewer primarily trying to examine?

The candidate's motivation and how they handle nonpreferred activities along with technical skills. (C) Signup and view all the answers

What is the benefit of using the follow-up question 'Where/to whom do you turn for help?' when a candidate describes a difficult task or problem?

It helps understand their resourcefulness and willingness to seek collaboration. (C) Signup and view all the answers

When assessing responses to 'What kinds of decisions are most difficult for you?', what should an interviewer be primarily looking for?

An understanding of why the decisions are difficult, including their critical processes. (C) Signup and view all the answers

When evaluating a candidate's response to 'Tell me about a time when a difficult decision had to be made quickly', what should the interviewer weigh more heavily?

The steps and critical thinking process the candidate employed to reach the decision. (B) Signup and view all the answers

What is the primary purpose of asking a candidate, 'Tell me about a time when you put your foot in your mouth?'

To evaluate the candidate's ability to self-edit and their discretion. (D) Signup and view all the answers

What is the primary focus when evaluating a candidate's response to the question 'How do you plan your day?'

Their capacity to break down projects into manageable parts and manage time effectively (D) Signup and view all the answers

What does a 'blank look' or 'hesitancy' from a candidate when asked about project organization suggest?

The candidate lacks a firm understanding of multitasking principles. (A) Signup and view all the answers

What is gap analysis, in the context of a project?

The process of examining past performance compared to desired performance and the steps to bridge the gap. (D) Signup and view all the answers

When evaluating a candidate's response about a past project where information was gathered from multiple sources, what main attributes should be considered, besides project applicability?

The candidate’s logical approach to defining the challenge, and its required resources, steps, and timeline. (D) Signup and view all the answers

What is the primary purpose of asking a candidate if they set goals for themselves?

To assess their professional and personal priorities, motivation, and determination (B) Signup and view all the answers

What should you be cautious about when a candidate states they 'always reach their goals'?

They might be setting low or very achievable goals due to the fear of failure. (B) Signup and view all the answers

According to the content, what is generally learned more from?

Failure (C) Signup and view all the answers

What is the 'Plan/Do/Review cycle' in the context of the content?

A fundamental principle of multitasking that involves planning, executing, and evaluating actions (B) Signup and view all the answers

Why is a candidate’s ability to show resilience after a setback or failure important?

It indicates an understanding that setbacks are a part of the journey to success (B) Signup and view all the answers

Study Notes

Motivational Interview Questions

Assessing "Will Do" alongside "Can Do": Success as a manager hinges on getting work done through others. Use scenarios (e.g., office fire) to observe how colleagues react. Ideal hires strive to make a difference, not just clock-watchers who exert minimum effort. Don't hire candidates who are competent but lack motivation or have unrealistic expectations (e.g., "won't do if I don't like Tim").

Understanding Motivation

Motivation Defined: Motivation is energy for tackling challenges, coupled with a commitment to meet daily job demands—pleasant or unpleasant. Look for enthusiastic, intelligent candidates with a holistic understanding of job requirements.
Self-Esteem and Self-Awareness: Questions assess the candidate's understanding of job challenges and dedication to critical deliverables. Example questions include: “What personal qualities do you think are necessary to make a success of this job?” and “What supporting skills and behaviors help you do your job well?” Prefer questions about "personal qualities" to those about "transferable skills," as they are better understood by the public. Probe for systems and procedure adherence, multitasking skills.

Productivity, Professional Development, and Self-Esteem

Progress Assessment: Assess confidence and perceived ability. A positive self-assessment is valuable, but also probe for potential overestimation with follow-up "negative-balance" questions (e.g., "In hindsight, in what ways could you have improved your progress?"). Look for candidates who learn from mistakes and exhibit good judgment.
Success Evaluation: Open-ended questions ("Do you consider yourself successful? Why?") reveal motivation, multitasking skills, and determination, as well as any perceived limitations.
Peer Ranking: Gauge self-image, especially in quantifiable roles (e.g., sales). Validate peer rankings with follow-up queries and reference checks.
Professional Advancement Plans: Assess the understanding of ongoing professional development. Look not for the answer, but for demonstration of understanding career necessities.

Achievements, Strengths, and Weaknesses

Proudest Achievements: Identify candidates' priorities. Align their priorities with organizational needs. Lack of proud achievements might indicate limited technical skills or motivation.
Greatest Strengths: Assess transferable skills, professional values, and the achievements they enable. Do not merely accept answers; probe.
Greatest Weaknesses: The importance of negative balance through follow-up questions. Expect honesty and self-awareness. Avoid candidates who offer vague or general weaknesses (e.g., working too hard).
Projects and Responsibilities: Understanding motivations, strengths, and weaknesses. Learn about project engagement by querying "tell me about a responsibility you enjoyed?" and "Tell me about your experience with a project that got you excited?"

Critical Thinking and Problem Solving

Handling Complex Problems: Candidates' awareness of job complexities is a critical filter. Use past-performance examples and the layering technique (who, what, where, when, why, and how) to dig deeper.
Difficult Decisions: Assess critical-thinking ability, the ability to work with systems and procedures, and possible lack of experience or a need for advanced training.
Difficult Situations, Challenges, and Crises: Find out how the candidate analyzes, resolves problems, learns from mistakes, and how their approach differs from others.

Multitasking and Energy

Planning and Organization: Judge candidate's understanding of time management, planning, and multitasking. Combine these questions with the specifics of the job to observe task vs. goal-oriented mentality.
Project Management: Examine whether candidates can break down assignments, manage priorities, and use milestones and contingency plans.
Information Gathering and Project Execution: Look for logical, methodical approaches.
Goal Setting: Ascertain a candidate's priorities, professional values, ambition, and determination. Expect setbacks and resilience in professional growth.
Failures and Setbacks: Assess resiliency, how candidates identify and learn from failures. A smart professional accepts responsibilities for failures and learns from them.

Commitment, Reliability, and Stress Management

Going Above and Beyond: Identify candidates' commitment levels and the circumstances in which they might be willing to work beyond normal expectations.
Emergency Rescheduling: Examine candidates' commitment to their jobs, expectations, and work habits.
Systems and Work Methods: Assess creativity, critical thinking, and multitasking abilities through questions about a candidate's system of working. Evaluate the candidate's process for success/failures of individual or corporate-level initiatives.

Additional Considerations

Motivation Assessment: Judge candidates' willingness to work hard, learn, and contribute to the organisation's success, even if they are fully experienced.
Teamwork and Manageability: Assess their potential for effective teamwork.

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

Description

Explore essential motivational interview questions to assess candidates' willingness and capability to perform. This quiz focuses on understanding motivation, self-esteem, and self-awareness in a professional context. Enhance your hiring strategy with insightful questions.