Spot the potential of your candidates with these 8 questions

If you’ve read 10 questions to ask Senior Software Engineers you should have the technical part of the interview covered. But I’m afraid it doesn’t end here my friend. Before an offer letter gets sent, the cultural mindset of your candidate needs to be reviewed.

In spite of the talent shortage, you can’t let your guard down. DO NOT hire out of desperation. Trust me, the last thing you want to do is have to replace someone a few weeks after realizing they are not “the one”.

The average cost of a bad hire ranges from $17,000 to $240,000 depending on the company and the role.

Yikes!

Now, before freaking out, continue reading. I’m covering 4 soft skills that will reveal the potential of your next hire and 8 questions you should ask to evaluate if they are a match. And just as with choosing a partner, you should never settle. Think of it as a first date, are they checking all of the boxes?‍

1. Adaptability: 69% of hiring managers say adaptability is the most important soft skill. Can’t argue with that, it is essential to be adaptable in order to thrive in a fast-paced environment.

• Tell me about a time that you were asked to do something for the first time and what did you learn about yourself while doing it?
• How do you feel about being asked to perform a task that is not in your job description?

2. Culture adds: See this as cultural fit 2.0. You are looking for someone that doesn’t just preserve your culture but helps it evolve.

• Name 3 of the most important things for you in a job.
• Tell me something that is not in your resume and that you consider to be the most interesting thing about you.

3. Collaboration: If the role requires teamwork, this is not something to take lightly. Collaboration is great to improve productivity and morale in an organization.

• Give me an example of when you had to work with someone who had a different way of thinking. How did you handle it?
• Describe your favorite colleague or superior. What did you like about their leadership style?

4. Growth Potential: People with growth potential can become masters of their own roles.

• Recall a time when your manager wasn’t available for you, what did you do?
• When was the last time you asked your manager for feedback and why?

You could also throw them a curve ball to see how they respond.

• Why shouldn’t we hire you?
• How would your colleagues and friends describe you?
• Do you prefer to submit a project that is perfect but late or a good one that is on time?

Always remember to make space for your candidate to ask you questions as well. Make them feel comfortable enough that if they have a concern regarding your company’s values and vision, they can ask you freely.

“…the best candidates are off the market in 10 days…when the usual hiring timeline averages 24 days.”

Not trying to freak you out again, but make sure your process is thorough but quick.

Daniella Meneses

Chief Growth Officer