Stop Doing Bad Interviews

We’ve all been there. Sitting in a job interview with a panel reading through the most boring list of questions ever invented. They are bored with the questions, and you are bored repeating the same replies all the time. I mean, how many times can one answer “Tell us about a time you dealt with a difficult co worker” and really be convincing? And what exactly do these questions tell us about our potential staff anyways?

It’s time to change up your interview questions.

You know the old saying…”Failure to plan is planning to fail” and that’s true for your hiring process! Yes, it’s easy to google “best interview' questions” and print them off, but is that really getting you the best talent? You are investing a lot of time and energy in hiring new staff. Make it worth it.

Plan!

First, thoughtfully consider your interview panel. Who is best to evaluate potential candidates?

I always suggest putting staff members on the interview panel who have either done the job or who will be working with the new hire. Yes, you want management approval, but your team is only going to function well with a team that works together well.  Not to mention team members who’ve actually done the job or worked closely with this role will probably know best what type of person is going to be the best fit.

After you’ve planned your panel, convene them to draft your interview questions.

I know it sounds daunting, but I promise it’s not. It all starts with one foundational question:

What do I REALLY need to know about this person to understand they will be successful at this role?

Sit with your team for an hour and brainstorm that question.

More often than not, the things that come up aren’t going to be how they handle difficult coworkers or what their greatest weakness is. When you start brainstorming with your team, you’re going to realize you need to know things like how a candidate would handle tight deadlines or how they manage working with remote staff.

Really put thought into the challenges of this particular role, and based on those challenges, what can you ask to really get answers that will tell you what you really need to know.

Some of your interview questions might end up being odd or unconventional...and THAT’S OK! You can guarantee you won’t get rehearsed, generic answers and you’re going to set your candidates (and your company!) apart.

It’s so incredibly worth setting aside a couple of hours and really planning your interview process and developing interview questions for each role you are hiring for.  It will make for a much more interesting interview process, you’ll get answers that will really tell you something, and you’re going to really stand out and make yourself look like an appealing employer.


Next time you’re hiring, skip google and set aside some time for your team to really thoughtfully develop your interview process. I promise your team will thank you and it will make finding that perfect new hire that much easier.