Behavioral Interview Questions to Ask Prospective Employees
Job interviews are not only stressful for potential employees but also for hiring managers. Searching for the right fit to meet a company’s culture and employment position’s criteria is a challenging and time-consuming process.
The CircularBoard reported that “81% of people lie during job interviews.” Business leaders need to understand that just because a prospective employee did well in an interview does not mean they will do well in the position.
Generic questions repeatedly asked in the interview process can start to lose value and lead to a superficial, robotic response.
Giving high qualifying candidates a DISC test before interviewing can initially help you gain a snapshot of their behavior. If the candidate fits the job skill requirements, use DISC methods to incorporate behaviorally aware interview questions to determine whether the candidate is qualified. Non-verbal communication cues are also a good indicator during the interview of whether a candidate is lying.
Here are some personality interview questions that will aid you in truly knowing if a person is a good fit for your company:
What is your work process like?
This question will not provide you insight into what their process is, but the candidate's feedback will give you insight into how long it will take someone to complete a project. You want to make sure that your employee is going at a pace that produces quality content but does not go too slow where they will not meet a deadline.
What motivated you to apply to this company?
At times, employees looking for work send their resumes mindlessly and do not keep track of where they applied. Employers should desire candidates who have researched their company and whose personal values align with the company mission statement. Companies should aspire to hire someone who wants to be on their team specifically, not just any team.
Describe two accomplishments you were proud of in your last role.
Answers to the generic questions of “What are your strengths...or weaknesses?” could become rehearsed by someone who has been to multiple job interviews. Potential employees who have accomplished many things at their former position or have taken a DISC assessment should not have difficulty answering this question. Regardless of their disc personality style, a prospective employee who goes above and beyond for a company is vital. You want a high achiever, not someone who will do the bare minimum.
How have you overcome conflicts when working with a challenging team member?
There is bound to be conflict within a group of varying personalities. A problematic employee isn’t necessarily someone who invades boundaries and lacks social skills. It could include someone not completing their responsibilities on a shared project or refusing to help others because it’s “not their job.” Inquire how they behaved when resolving issues rather than inquiring only whether or not the problem had been resolved. Leaders should aim for a prospective employee to be emotionally intelligent too.
What typical work environment are you most comfortable with?
Most employers in an interview would frame this question as “Are you comfortable working in a fast-paced environment?” This question only leads to a “yes” or “no” answer. Find out more about the environment they worked in previously and what their adaptability is like to fit your company’s environment. Referring back to the candidate’s DISC profile and their personality style will also give you an idea of how agile they are for your company. You do not want someone who tells you what you want to hear. You want a potential worker to answer you honestly so you can be confident in their ability to step up to the plate when necessary.
Why did you leave your last job?
It’s imperative to have honest employees on your team. Sometimes people quit their job as it wasn't challenging enough or they cannot see opportunities for learning and growth. Other times, people quit their boss or toxic environment, so you have to use this break-or-make moment of truth during the interview and align the information with the person's DISC personality style and their behavioral attitudes and easily assess if they are telling the truth. Also, be honest with yourself as an interviewer if your company may have the same risks this applicant is running from.
Where do you see yourself in five years?
For this question, employers should seek a person who is looking to grow in your company. What skills do they want to develop over time? Would they like to stay in this position or move forward into a higher role? If the job skills align with yours, you can even mentor the employee to one day be in a similar position or for when you’re ready to “pass the baton.” The answer to this question will help you gain insight into whether the employee is willing to stay long-term.
PeopleKeys understands that it is crucial to hire the right person for your company. We know you don’t want an employee who just shows up for work but an employee who shows up and puts effort toward the organization’s goals for success. When you are DISC certified, you will automatically be able to spot and assess which behavioral traits are embedded in a candidate's 4D or DISC workplace profile and ask questions that are vital to determine if they are the right fit for your team. Learn more about becoming DISC certified for building stronger, more agile teams.