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(Do they plan the future based on past experiences or project a need to continue learning?)

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Their plan for future professional development and learning.I can dive deeper into their strategy, leadership, and need for additional support and resources. How they reached this forecast and how they plan to fulfill it.Has the candidate done their research to know what these are? Specific targets (as opposed to ambiguous statements like grow the company, increase sales, lower turnover, etc.).This one question can open the door for a dozen more as I’m looking for five key elements in the candidate’s response: What is it you’ll tell me you’ve accomplished working here and what do you plan to accomplish in the following 12 months? We’re sitting down together 12 months from now. Job application materials may show experience, but this activity proves the candidate can really do the work (and under pressure). For example, if someone is applying for a customer service role, I will ask them to write and send a reply to a real customer email. This one is less of a question and more of a job-relevant performance task. Please perform this task during the interview. Even if the answer is just a distribution of labor and, therefore, time efficiencies, this question will enlighten you on how the interviewee thinks about teamwork. However, this question shows an ability to also think strategically and collaboratively. High-performing individuals are often able to take on any project and do it well. In what areas do you rely on your colleagues to produce a better outcome? The highest-performing employees often try to find better ways to get work done, and in doing so create efficiencies that can improve not just their performance but the entire organization. The insight on this question is whether the interviewee thinks about productivity at work at all. The answer itself could be anything, such as calendars, tools, time-blocking, and more.

What is an example of how you’ve become more productive at work? William Taylor, Career Development Manager at VelvetJobs 5. If a candidate answers this question by discussing their passions outside of work, such as hobbies, spending time with family members, and charity commitments, they’re likely capable of managing their time and achieving a healthy work-life balance. This is a huge problem for every organization because it usually results in high levels of absenteeism and turnover. Workaholics are bad for business as perfectionists are prone to burning out. How do you manage a good work-life balance? William Taylor, Career Development Manager at VelvetJobs 4. If the candidate has a detailed skill development plan in place over the next five years, it’s a good indicator they are self-aware and proactive. This question allows candidates to honestly discuss what skills are important to them, which ones they’re most passionate about improving, and why. What skills and strengths do you hope to improve over the next five years? A more appropriate answer is, “half a day to a day.”ĭavid Moise, President of Decide Consulting 3. High-performers recognize that sometimes they need another set of eyes.Ī bad answer to this question is “never.” Those who respond in this manner are likely lone wolves and are seldom high-performers. How long do you work on a problem before asking for help?Įvery candidate gets stuck on some technical issue at some point in their careers. High-performers understand the details of the technology and also understand the business problems technology can solve.ĭavid Moise, President of Decide Consulting 2. “We used a microservice design pattern called by….” But what I’m actually looking for is if they understand the bigger picture of the problem they’re trying to solve. People often jump right into a technical monologue. Surprisingly, many people just do not get the question.

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I started asking this question when I was a software developer doing technical interviews. Tell me about the purpose of your last project. Here are the best interview questions to bring high-potential talent to the top of your pile: 1. We reached out to experts to share their favorite interview questions to identify high-potential hires. To reveal candidates with high-potential, you need to prepare an arsenal of interview questions that explore deeper, sometimes hidden, qualities. However, identifying these candidates during the interview process can be challenging because they don’t typically fit your standard hiring qualifications. High-potential candidates are those well-equipped to grow into your best performers.

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