Real-Life Leadership - Selecting People
Four great question types.
Behavioral
Behavioral questions ask about past experiences by asking candidates to describe a time when they performed a specific task or encountered a specific situation. They help ensure that a candidate has the desired experience needed for a position.
Hypothetical
Hypothetical questions present a potential scenario to be encountered on the job, and asks the candidate to describe what he or she would do in that event. They do a good job of identifying a candidate's knowledge level and ability to act on that knowledge.
Unconventional
Unconventional questions are exactly that. They aren't tied directly to a particular job function or experience. They ask an unusual question, that in reality sheds light on a candidate's values, personality, and even sense of humor. They are great for getting a deeper look at a candidate, and seeing how he or she thinks on his or her feet.
Challenge
Challenge questions actually present candidates with a problem to be solved. They should be related to the thought process or skill needed for the position in general. They are great for measuring thinking skills, problem solving abilities, and even certain technical skills.
Using a prepared list of great, thought-provoking questions will result in a more complete picture of the candidate.
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