10 great interview questions to get the whole story
In the realm of interviews, getting a comprehensive view of a candidate’s experience is crucial yet challenging. A person’s capabilities extend beyond the confines of their resume. To truly uncover the depth of a candidate’s skills and character, asking the right questions is essential. This article delves into ten insightful interview questions designed to encourage candidates to share intricate stories from their past experiences. These queries not only reveal how candidates handle tough decisions, leadership roles, and feedback but also offer invaluable context about their level of responsibility and initiative in various situations.
10 Great Interview Questions to Get the Whole Story
When it comes to conducting interviews, the goal is often to understand a candidate beyond what their resume reveals. Resumes can provide an overview of a candidate’s experiences and skills, but they rarely tell the whole story. That’s where thoughtful, open-ended questions come in. The right interview questions can shed light on a candidate's real-world experiences, problem-solving abilities, and interpersonal skills in ways that a resume cannot. Here are ten great interview questions to help you uncover the depth and breadth of a candidate's experience.
1. Can You Tell Me About a Time You Had to Make a Tough Priority Call?
This question helps interviewers gauge a candidate's ability to prioritize and make decisions under pressure. It’s important because in almost any role, the capacity to determine what tasks require immediate attention and what can wait is crucial. When listening to their story, pay attention to how they assessed the situation and balanced the pros and cons before making their decision. Did they consult with others, or was this decision made independently? This will reveal their level of autonomy in decision-making processes.
2. Can You Tell Me About a Time You Had a Disagreement with Someone?
Disagreements in the workplace are inevitable, and how a candidate handles these situations can tell you a lot about their interpersonal skills and professionalism. This question aims to uncover a candidate's conflict resolution skills. Listen for how they approached the disagreement — did they prioritize open communication and seek to understand the other person's perspective? Did they manage to reach a consensus, or were they forced to compromise? Also, identify whether they took ownership of the resolution process or merely participated passively.
3. Can You Tell Me About a Time You Had to Handle a Stressful Situation?
Understanding how candidates manage stress is vital, especially in high-pressure roles. In their response, candidates should demonstrate their ability to stay calm under pressure, their problem-solving skills, and their emotional intelligence. Assess whether they were able to turn a stressful situation into a successful outcome, showcasing their resilience and adaptability. Did they seek assistance, or did they independently manage the situation?
4. Can You Tell Me About a Time You Had to Communicate Bad News to Someone?
This question evaluates a candidate's communication skills, particularly their ability to deliver difficult messages effectively and empathetically. Look for candidates who approach such situations with honesty, tact, and sensitivity. How they handled the recipient's reaction can highlight their empathy and emotional intelligence. Consider whether the candidate took responsibility for the situation and how they sought to resolve any subsequent issues.
5. Can You Tell Me About a Time You Were Faced with Something New That You'd Never Seen Before and Had a Tight Deadline to Figure It Out?
This scenario tests a candidate's problem-solving skills and their ability to learn quickly. In the fast-paced work environment, adaptability is a valuable trait. Look for examples of how they approached unfamiliar tasks and their strategies for acquiring new knowledge quickly. Did they use previous experiences as a framework, or did they devise innovative solutions? Understanding whether they thrived independently or engaged with others for insights can also be revealing.
6. Can You Tell Me About a Time You Had to Work on Something You Didn't Enjoy?
Jobs are not always fun, and this question assesses a candidate's commitment and perseverance. Did they continue to perform well despite their lack of interest, or did the quality of their work decline? This question can highlight their resilience and discipline. Listen for signs of a positive attitude, such as finding ways to make the task more enjoyable or viewing it as an opportunity for growth.
7. Can You Tell Me About a Time You Had to Take Ownership of a Project and What That Looked Like?
Here, you are looking for examples of initiative and leadership. A candidate should describe how they managed the project, including any challenges they faced and how they overcame them. Were they solely responsible for the success of the project, or was it a team effort? Look for insights into their decision-making processes, their ability to delegate when necessary, and their project management skills. Did they set measurable goals and meet them?
8. Can You Tell Me About a Time You Had to Lead Someone Else? What Did That Look Like? What Was Your Leadership Style?
Leadership can take many forms, and this question helps you understand a candidate's approach to leading others. Are they more authoritarian, or do they prefer a collaborative style? Their response can reveal their capacity to inspire and motivate others, as well as their ability to foster teamwork. Assess whether they led by example, provided mentorship, or supported their team in other ways. Listen for evidence of how their leadership impacted team dynamics and outcomes positively.
9. Can You Tell Me About a Time You Received Some Tough Feedback, and What Did You Do with That Information?
Receiving feedback is part of professional growth, and this question evaluates a candidate's openness to criticism and ability to use it constructively. How did they react initially, and what steps did they take afterward to improve? Look for indications of humility, self-awareness, and commitment to personal development. Did they seek additional feedback or resources to aid their improvement? This question helps determine their attitude towards continuous learning.
10. Can You Tell Me About a Time You Had to Balance Engineering and Product Priorities, and How Did You Resolve It?
This question is particularly relevant for candidates in technical fields. Balancing engineering constraints with product goals requires clear communication and negotiation skills. Explore how candidates prioritize differing demands and maintain alignment with team objectives. In their story, did they involve stakeholders in the decision-making process? How did they ensure that both engineering integrity and product vision were maintained? This can reflect their ability to manage complex projects and collaborate across departments.
By asking these questions, interviewers can gain invaluable insights into a candidate’s true capabilities. The stories they share will provide a more nuanced understanding of their experiences, reveal their thought processes, and illustrate how they approach problem-solving and teamwork. This richer perspective allows you to determine whether they are merely executing tasks within a larger framework or genuinely taking ownership of projects. Understanding these dynamics will help ensure you're making informed hiring decisions, ultimately finding the right fit for your team or organization.
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