The best job interview questions, according to executives star-news.press/wp

Intelligent executives who have good knowledge of the functional interview process know that they are around the clock to employ the best potential talents, and this doubles for a short period of time at both sides to conduct a face -to -face interview.

According to data from Glassdooor, The average duration of the job interview is only 23 days, while 118 people, on average, apply for one job. Once the candidate reaches a human broadcaster, the average job interview About 40 minutesWhich limits the opportunity of the executive authority to learn about the possibility of good work.

These time limits shed light on the need to ask the correct job interview questions; Information that can penetrate chaos and helps management to drop the best possibility of this job.

Good time interviews are not lost with a lot of questions, because they know only some questions can collect the information needed to use quality.

“When I formulate the opposite questions, my focus on detecting depth is not only in skills, but in the mentality and cultural alignment,” said Victoria Ashton, Vice President of the First Persons in Loop, a direct mail marketing company in San Diego, California.

Ashton believes that the best interview questions lead people to stop, meditate and reveal an authentic thing about how they think, what they appreciate, and how they have moved in real challenges or opportunities. “I think magic is happening after the CV, so my questions aim to explore” how “and” why “their journey, not just” what “, I noticed.

Like the most interviews in jobs, they were especially extracted to questions that help candidates for the philosophy of their environment and the philosophy of leadership, especially in advanced cultures. She added: “I want to understand whether someone is flourishing in an independent environment, how they cooperate, and what they expect from leadership, and whether its values ​​are in line with us.”

Ashton is not alone. Each decision maker may have a preferred job interview question to ask a candidate, and he will depend on him as anchoring during the brief interaction with a job filter.

What are the job interview questions that work better for CEOs? These inquiries are led by the list of management leaders who shared the best questions with Quartz.

What effect will you make on your team?

Kela Capret Lewis, Vice -President of Human Resources and Talent Development at the AFLAC insurance provider, was to employ talents for more than 20 years, with her current focus on employment in leadership positions.

“One of the things I have learned again and again is the extent of the team’s achievements and the positive dynamics in general by its leaders,” said Capret Lewis. “In AFLAC, we put a great value on the leaders who understand their influence on the team and adhere to preparing an example. For this reason I would like to ask the question,” Can you share more (with examples) about the direct impact that you have on your team’s success and team culture? “

Cabret-Lewis said she is looking for specific details in her answer, including the projects on which the job candidate worked, and what are the challenges and relapses they suffered from, and how they recovered.

“Today, recruits need to look beyond the issue,” What are your strengths and weaknesses? “Drilling deeper to understand the candidate’s experience, learn how to move in the problems of the real world, support their teams, and contribute to work.”

Imagine that the scope of work has increased, but the resources were not; What will you do?

According to Valeria Rosova Rosenblatt, CEO of the EMEX Group, a global logistics that holds with GMV annually with a value of $ 500 million, this job interview query is “clearly showing” if the job candidate knows how to determine the priorities of commercial value and development without increasing a percentage of resources, and whether they have skills and practical experience to remain effective and reliable.

“For example, when I ask this question to employees from large companies, most often they can not provide any answer other than increasing the size of the team or renting an external arched”, Rozova-Rosenblatt.

In the candidate’s answers, Rozova-Rosenblatt said she is looking for a demonstration on competencies, maximum application, extensive practical experience, and the ability to think and sincerity. “This is especially the case when it comes to admitting mistakes,” she added.

What brings you here today?

Rob Scott, Managing Director of Employment Company Aaron Walis, has witnessed all 23 years ago from his experience in managing professions, sales, operational management and human resources.

So when it comes to employing sales professionals, Scott has a specific interview strategy with job candidates.

“Conduct with sales professionals can be difficult,” he said. “By their nature, they are excellent parallels who think about their feet and often give you the answers that you want to hear. To overcome this interface, I use a three -questions style that reaches the heart of those as a person and a sales representative.”

Scott’s favorite opening question is: “What brings you here today, along with the job offered, what happened in your life to bring you this particular point?”

“Within five minutes, candidates usually reveal much more than their coverage letter,” he said. “They talk about the goals of life, the smokes that they overcame, and their basic values, which give me a much clearer picture of their motives.”

Squot usually follows another question: “Do you agree that the scale of a wonderful sales representative in the quality of the questions they ask?”

“From there, I turn the interview on her head and let them lead their own questions for the next half hour,” he pointed out. “It raises a natural and more relaxing conversation and often tells me more than 20 traditional corresponding questions.”

He also asks a closing question in his back pocket to the end of the interviews: “I hate surprises completely, so what should I be ready for him if I will renounce you?”

“It is my classic novel” What are your weaknesses? “But I find it relaxing more honest and honest answers.” “This three -questions approach tells me about everything I need about the stimuli of the candidate, flexibility, the ability of the tone, and self -awareness. It penetrates the scenario the typical interview, and most importantly, it makes the interview enjoyable for both sides.”

How to receive negative reactions?

Jordan Stelzer, President of HR and Talent Access, said that obtaining a pill on the job candidate’s reaction to bad news can be revealed socially.

“One of my favorite questions to be asked is:” Tell me about the time I received constructive notes that are difficult to hear. “Then I ask,” What was it, and how did you want? “

Stelzner said she loves this question because she is related to humility and growth. “Everyone can talk about their victories, but what really matters is how someone interacts when things do not go smoothly,” she said.

She also “will never forget” a candidate who admitted that her manager once said that their communication style was the assignment. “This is a difficult thing to hear,” Stelzer said. “Instead of ignoring it, the candidate asked for specific examples, and participated in a workshop, and then verified with the teammates then to ensure their improvement.”

That answer is stuck with stelzner. She said: “He showed that the candidate was ready to hold, be at risk, and actually put the work to improve,” she said.

What does culture and company mean to you?

Ashton said that she has two questions that would like to ask the job applicants, and each depends on the company more than the qualifications.

— “What is the most unforgettable culture or the best that you have been part of yet in your career, and why?”

— “What separates a good company from a great company, in your experience?”

Ashton said: “These questions open a window to how candidates are aware of culture, leadership and performance.” “They not only tell me what the candidate wants from a company, but also show me what they may contribute to, what inspires them, and how much they intend to grow their professional growth.”

Information also helps in mutual thinking. “The best answers appear to be a more conversation than the test; it highlights stories and visions and sometimes new ideas that I return to my team.”