How to Ask Tough Interview Questions
Interviewing is a skill. Some of us may try to return to our partner interview, comfortable that we turn to forget to ask the tough questions. While it is good and right thing to look for a relationship with a prospect, it is necessary to ensure that you are at the heart of whether a particular candidate get the job done. Here are four tips to get you on track:
Bring Someone Else: As an entrepreneur, you probably assumed (or at least accepted), theStrengths and weaknesses. Decide where the interview is for you. If you know it's not one of your areas of excellence (or interest!) Bring someone else to do some 'screening for you. Even if you work alone, ask someone you trust to move the phone or grab a quick coffee to another level of security screening process for the add. Search for specific: "I am a self-starter". "I'm detail-oriented." "I have experience running and managing large projects." Sounds good! But every time you hear athose too good to be true statements, as a concrete example of asking the candidates work history. Another approach is deeply back into the candidates and ask questions about it. "So I see you were an executive at the company x. Give me an example of what you did when you were there, to have the most organized person shows planet." Issues: It 'amazing how much information you can simply learn a few seemingly simple questions. "Tell me about yourself." Withjust that phrase, tends to come pouring valuable information. Has the applicant provided the City the opportunity to sell to you? It was shiny? Polished? Stuttering over? You may talk about yourself can be difficult to do, so you can really learn a lot here just by listening. And remember, if someone can not sell themselves, they can sell the product for you? What was your worst job? For those who breeze right through self-promotion, you want to explore the other side of the coin -failures or weaknesses. Just as we want people on our team who are rock stars at work, we also want people who can take direction, admit when they need help or when an idea was just plain bad. In asking about a worst job, you want to understand what it was about that experience that made the candidate unhappy. You also want to make sure that your organization isn't strikingly similar to the one that the applicant hated. So, for example, if you hear things like, "I wasn't happy because there weren't enough people around for me to talk to," you may conclude that this applicant won't fare much better at your 8 person startup!
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