There are only three interview questions in every job interview,” says George Bradt, a consultant and author of The New Leader’s 100 Day Action Plan. “Can you do the job? Will you love the job? Can we tolerate working with you?”
When it comes to skills or strengths, a candidate’s resume will begin to tell the story. But in the interview itself, you can draw out examples of how the person’s track record demonstrates the capacity to accomplish what you need in the open position.
Say a candidate was a manager, but in a different industry or smaller organization. In such a case, you’ll want to look for evidence that the person is an agile learner — that he or she has been forced to stretch in the past and succeeded.
You’ve probably worked with someone who had all the skills necessary for a given job but lacked motivation to excel or even quit after a few months. This is the nightmare scenario that every hiring manager, novice or pro, desperately wants to avoid.
If possible, introduce the candidates to existing employees and observe how they interact, as well as getting feedback from your staff afterwards. “It’s about chemistry,” he says.