Chapter 4: Doing The Job
This lesson will equip you with the fundamentals to determine if a candidate is the right fit for your team. With well-developed job descriptions in place, the hiring process should go smoothly. For this scenario, we’ll assume that an administrative function (HR, People Office, etc.) will guide the process and provide you with resumes. Your task is to ensure the right person is selected, which is the more challenging part.
While it’s essential to confirm that the candidate meets the necessary experience and skill requirements, which will depend on your specific needs, the most critical factor is finding the right attitude. This should align with both your department and the organization as a whole. Remember, skills can be learned, but attitude is often inherent. Understanding attitude can be done through the right questioning, and requires the use of intuition to interpret the results. Before we get to those questions, let’s talk about what that means.
Intuition helps you go beyond the surface-level answers, this is often called reading between the lines. For instance, when a candidate describes how they handled a conflict, your intuition can help you sense whether they are being genuine, taking ownership, or glossing over important details. Intuition can assist in reading non-verbal cues like tone of voice, eye contact, or body language to assess confidence, enthusiasm, or discomfort. These subtle signals often provide insights into how the candidate truly feels about the situation they are describing. Sometimes candidates provide answers that sound right on the surface but lack substance or accountability. Intuition helps you notice when something feels off, prompting you to ask follow-up questions to clarify or dig deeper. You use similar judgment in everyday communication, and now you're applying it in a professional context.
Here’s a step-by-step approach that will lead you to an understanding of the candidates traits and attitude:
1. Ask Behavioral Questions
Behavioral questions help reveal how a candidate has handled past situations. These can give insights into their attitude, work ethic, and problem-solving approach. Examples include:
Tell me about a time when you faced a significant challenge at work. How did you handle it?
Can you describe a situation where you had to work with a difficult colleague or customer? How did you resolve the situation?
Share a time when you went above and beyond in your role. What motivated you?
Tell me about a time you failed.
What do you see as your best attribute, and what needs improvement?
What to look for:
Focus on problem-solving, optimism, resilience, and ownership of results.
A positive approach to challenges and conflict resolution.
Examples of self-motivation and going beyond the minimum required.
Self awareness, ability to be constructively critical.
2. Evaluate For a Growth Mindset and Adaptability
A growth mindset is key to becoming a top performer. Ask questions that explore how the candidate views learning and adaptability.
Tell me about a time when you had to quickly learn something new. How did you approach it?
How do you handle feedback, especially if it’s critical? Can you provide an example of how feedback helped you improve?
Tell me about a time you changed your stance on something important.
What to look for:
Enthusiasm for learning and personal growth.
Willingness to embrace feedback and improve.
Adaptability and openness to change.
3. Test for Cultural Fit and Alignment with Company Values
Top performers will not only have a great attitude but will also align with your company’s culture. Ask:
What do you value most in a workplace, and how do you contribute to creating that environment?
What motivates you to do your best work?
Describe your ideal work environment and the management style you thrive under. How do you ensure you thrive in different situations?
What to look for:
A strong alignment with your company’s core values.
Clear examples of how they contribute to a positive team environment.
Alignment with the traits that define success in your organization.
A strong understanding of how they like to operate and be managed.
4. Use Scenario-Based Questions
Create hypothetical scenarios based on real challenges in your company. For example:
Imagine you’re on a tight deadline, but your struggling to meet the delivery goal. What would you do to get through this difficulty?
What to look for:
Proactive solutions, collaboration, and a can-do attitude.
A focus on teamwork and positive outcomes.
Intelligent, thoughtful questions.
And don’t forget, throughout the interview, observe the candidate's nonverbal communication—body language, tone, and enthusiasm when speaking about challenges or accomplishments. A candidate with a strong, positive attitude will be engaged, confident, and upbeat.
By asking these types of questions and paying close attention to both their answers and nonverbal behavior, you can gauge whether the candidate has the right attitude, growth mindset, and cultural fit to be a top performer.
You’ve seen what to look for on the positive side, here are some signals that may raise red-flags:
If the candidate shifts blame or makes excuses for failures, it suggests a lack of accountability and a defensive nature.
Focusing on flaws or being unable to recognize positive traits in themselves or others indicates a negative mindset.
An inability to acknowledge their own imperfections shows a lack of self-awareness.
Making negative comments about a former boss or employer, whether justified or not, reflects poor professionalism and an inability to handle conflict constructively.
Fixating on obstacles, such as insufficient training or limited time, may signal a victim mentality and lack of self-reliance.
Struggling to answer questions can point to a lack of creativity or suggest the candidate is more interested in job-hopping or seeking a salary increase than in long-term commitment.
Besides answering your questions, the candidate should demonstrate attentiveness and active listening skills, measured by eye contact, body language, and asking you unsolicited questions. The quality of the questions they ask will further expose their level of preparedness and curiosity. Trying to assess a personality in a short time isn't easy, and there's no one formula to get it right. Ask probing questions like those provided, and then use your gut to decide if the candidate has the character traits you're looking for.
If the candidate moves forward in the process, have one or two team members meet with them. This is an excellent way to assess cultural fit and may reveal skill gaps you didn’t initially notice. For the next interview, consider meeting at a restaurant to observe how the candidate behaves outside of a formal work setting. Do they treat strangers with respect? Can they engage in conversation beyond interview topics? Sharing a meal can provide valuable insights—after all, someone who is rude to the wait staff likely won't be a good fit for your team.
The main point is to prioritize attitude in your hiring process. Once a candidate meets the job description's requirements, your focus should shift to identifying a positive personality that aligns with you and your team.