September 2008
The Revealing Interview Question
As more and more research points to the uselessness of the “typical” interview, those of us in the recruiting business search for ways to peek behind the curtain of the candidate’s work history and also to unveil any hidden personality flaws. We all know that hiring managers need to talk less and ask more revealing questions, and this task is made easier if you can come up with a few good questions and know what you are looking to uncover with the answers. The following questions are a good start.
Three Interview Questions and What They might Reveal:
Tell me about a difficult sale you made and what went into that. Explain specifically why you feel you won the sale.
Purpose: the primary reason for this question is to test the level of experience against the level of the position for which the candidate is applying. If you are interviewing for a VP of sales role and the candidate cannot quickly come up with an answer for this question, that is a red flag. Or, if the candidate answers in a generalized way, e.g. “well, there are so many, it is hard to choose!” they might be less qualified than they are letting on. In addition, this question gives you a chance to witness verbal skills and see how boastful and/or egotistical the candidate might be.Tell me about a sale you lost and why you feel you lost the sale.
Purpose: the first red flag answer on this one is, “Well I lose very few sales!” as it tells me they have little experience or that they are full of bunk. Good sales reps lose sales! The best can articulate for you exactly what happened, where they went wrong and how they learned from that mistake. Also, if the answer is that the competitor’s price was lower—beware! This is another red flag if you are looking for a rep that does not sell on price.What is the worst criticism you have ever received from a supervisor? And did you agree with your supervisor?
Purpose: The primary goal of this question is to see if candidates can honestly reveal something unflattering about themselves and articulate it in a non-angry manner. The average candidate will try and wiggle out of this question, and some will misinterpret the question and think you are asking the “list 5 negative things about yourself” question, and thus lie. The exceptional candidate will be able to articulate the criticism and comment on their agreement or disagreement with it without a great deal of emotion. For me, I get a little picture of integrity and maturity from the answer to this question.
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Prepared exclusively for clients of Brenda Abdilla and Management Momentum — Sent Mid-Monthly
