At RedStream Technology, our job is to help you make the most of your investment. We pare down a universe of candidates to a viable, highly-qualified few. But at the end of the day, only you can determine if an individual is best-suited to your organization.
By asking these five questions – in your own words, of course – you’ll get a clearer picture of the candidates we send to you, and be better positioned to make the right choice.
Question 1: Motivation
Are they self-motivated, confident enough to take the lead or at least make informed recommendations, or do they need hand-holding and constant encouragement? Encourage them to talk about relationships with managers they’ve had in the past, and the managerial qualities they appreciated. Do they view management as a threat or an integral member of the team. It also speaks to temperament: do they view each team member as a vital piece of a collaborative whole, or as an individual working alone?
Question 2: Culture fit
Are they in sync with your company’s mission or work environment? To find out, let’s go off-resume. Are they curious? What are they excited about? Learning how the candidate lives their life outside the office can tell you a lot about what’s important to them…and you can determine whether that approach to life and work aligns with your organization’s.
Question 3: Peer interaction
What attitude do they bring to the workplace? Ideally, they’ll reveal someone who plays well with others, someone who’s easy-going among co-workers, yet polished and professional not only in the work, but can be trusted on a call or in a meeting, with clients. From this, you might also identify leadership qualities that could ultimately benefit your team. A good follow-up to this question is: Give me an example of how this style has worked for you.
Question 4: Flexibility
Everyone has a client, whether external or internal. Even a manager can be considered a client. They’re the ones who judge whether the work is satisfactory, and if the process has been smart, smooth and efficient, or a drag on everyone’s time and patience. Clients have also been known to change their minds. Sometimes the scope of work changes. Is the candidate resistant to change, or easily adaptable to it.
Question 5: Humility
You want to know: do they have the capacity to recognize their own mistakes and limitations and are they willing to shine a light of the positive contributions of others.
By learning about a past mistake, how they handled it with their colleagues, and what they did to fix it, you’ll learn the candidate’s willingness to accept responsibility – not assign blame to others – and to do whatever’s necessary to ensure success regardless of missteps or obstacles along the way.
None of these are yes-or-no questions, and there are no right answers. But taken together, the responses to these questions will help complete the picture of a candidate beyond their technical ability.