How to Ask Tough Interview Questions

How to Ask Tough Interview Questions

Interviewing is a skill. Some of us may bend over backwards trying to make our interviewees comfortable, that we forget to ask the tough questions. While it's all well and good to try and establish a rapport with a prospect, you still need to make sure that you're getting to the heart of whether a particular applicant will get the job done. Here are 4 tips to get you on track:
Bring in Someone Else: As a business owner, you've probably accepted (or at least acknowledged), your strengths and weaknesses. Decide where interviewing falls for you. If you know it's not one of your areas of excellence (or interest!), bring someone else in to do some screening for you. Even if you work alone, ask someone you trust to jump on the phone or grab a quick coffee to add another layer of vetting to your process. Seek out the Specifics:"I'm a self-starter." "I'm detail oriented." "I have experience running and managing large projects." Sounds great! But every time you hear one of those too good to be true statements, ask for a specific example from the candidates work history. Another approach is to dig into the candidates resume and ask questions about that. "So, I see you were a manager at company x. Give me an example of what you did when you were there that shows that you're the most organized person on the planet." Open Ended Questions:It's amazing how much information you can learn just by asking some seemingly simple questions. "Tell me about yourself." With just that phrase, tends to come pouring valuable information. Has the applicant provided the City the opportunity to sell to you? It was shiny? Polished? Stuttering over? You may talk about yourself can be difficult to do, so you can really learn a lot here just by listening. And remember, if someone can not sell themselves, they can sell the product for you? What was your worst job? For those who breeze right through self-promotion, you want to explore the other side of the coin -Failures or weaknesses. Just as we have people in our team, rock star at work, we also want people to take the direction to admit, when they need help or if the idea was simply ugly. At issue, after a worst job you want to understand what it is about the experience, is that the candidate made unhappy. You also want to ensure that your organization is surprisingly similar to that of the applicant hated. For example, if you hear things like, "I was not happy becausewere not enough people to talk to me, "You can say that this candidate is not much better to start your 8 people!

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