How to Hire Only the Best People - 7 Questions to ask candidates

if you're a business owner or a hiring manager and you interview candidates for jobs i want to give you seven success predicting interview questions that will reveal whether you're dealing with a high performer or whether someone who is unlikely to be successful in the role i mean the whole point of asking interview questions is to learn something from each question that you ask and to understand the candidate's judgment but if you don't know exactly what you're looking for from each question that you ask you're essentially giving control of the interview to the candidate and when this happens you're likely to end up hiring someone who makes you feel good inside makes you feel comfortable makes you feel like they're going to be able to do a good job instead of hiring someone who is likely to be successful in the role one of the biggest mistakes hiring managers make is that they fail to ask questions that are predictive of success they think they are i mean they might ask some brain teaser questions like you know why are manhole covers around or how many bird houses are there in san francisco i mean those sound like success predicting questions but they mean nothing they mean absolutely nothing and google proved this google actually invented those types of brain to user questions and found out that through subsequent interviews and testing that those questions have nothing to do with finding and identifying successful candidates so if you're asking those i suggest you check those questions and jump on board here because i'm going to give you seven questions that will reveal whether you're dealing with successful people or not predictive questioning allows you to remove some of that guesswork from the interview process and replace it with some hard data that allows you to make an educated and informed hiring decision so first question is what led you to join abc company where abc company is the company that they're working for now or a company that they worked for in the past and what you want to understand is what was important to them about that role you want to know what they're passionate about and what it might take for them to accept your offer should you get to that point and as you're going through their work history you want to look for patterns of why they accepted new positions and was it money opportunity growth travel you want to look for that and map that out for each position and you want to look for a pattern of why they accepted new position after new position after new position if it was someone who accepted new positions for money money money money money then you're probably dealing with a c player and just discard them now but if you find somebody who accepted a new position for continued growth and challenge each time then you're likely dealing with an a player and those are the people who are likely to be successful in the role if you hire them and the bottom line for this question is is it possible for them to realize their goals by working for you so you have to understand what's important to them and is it possible for them to realize that working for you if it's not then the relationship probably won't last if you hired them it might last six months to a year but then they're probably gone so this is an opportunity for you to say you know what we're not going to waste your time on these people we are going to move on so next question number two what led to your decision to leave your job so instead of asking you know why did you leave you want to say what led to your decision and this opens the door for the candidate to expand on why they left their job you want to understand if they left because they failed in their role they were fired they weren't happy they wanted to pursue greater challenges these are all important things that you want to understand from their responses if their work history shows a pattern of terminations layoffs and firings then you can assume that that pattern is going to continue if you hired them to so let's move on to number three what were you hired to do you want to understand if they were hired to take over a failed project build a sales territory lead a team close a deal you know whatever it is you want to understand why they were hired if they didn't accomplish what they were hired to do and they cite reasons like well there was poor management lack of funding i didn't have the right teams i didn't have enough resources you can assume right there you're dealing with a c player because a players take total responsibility if they failed at something they will own it they'll say you know it was my fault i didn't get it done i wasn't able to do the job and they won't blame the company they won't blame the team they won't blame anything but themselves and that's the surest sign that you know you're dealing with an a player so moving on to number four what were your biggest accomplishments in your last job and how did you achieve those now don't let candidates off the hook without giving you all the details you want to understand if they're simply describing their daily duties or if these are real accomplishments basically if their accomplishments lack grit and fail to leave you with a wow factor you are dealing with a c player let them go now so moving on to number five what impact have you made on the company while working in that position you're looking for a response that demonstrates the value of their time in that role i mean did they move the needle did they make a difference and that's what you want to understand i mean chances are that if you're interviewing somebody you are looking for high performers game changers who are going to come in and have a significant impact on your business or your team or a project or a sales territory and the surest way is to find out how someone has done it before if they haven't done it before they're probably not going to be able to do it for you either so moving on to number six what were you most passionate about at abc company and what did you enjoy the least this is a compound question and you are looking for alignment what you want to do is understand what they really loved about their last job because you want to make sure that this new position has some of those things in it and you also want to understand what they least enjoy now the things that they describe that they don't enjoy doing you want to make sure that that only represents a very tiny fraction of the new job and essentially you're looking for alignment where 90 of your position is aligned with the things that they want to do when you start getting beyond 10 15 20 of things that the candidate doesn't want to do don't waste your time on them no matter what they say if you bring someone in where 10 to 15 percent of the job represents stuff they're not interested in doing or they don't like doing or they didn't like doing in their last job they're going to be a short timer for you they're not going to last in the role they're not going to be excited about it they're not going to be enthusiastic about it so the number there is really 90 at least this position has to represent something that the candidate loves wants to do is passionate about i mean if you think about it if you hire someone into a role where there are things that they don't enjoy doing they're not going to be happy in the role and they're either going to leave or worse they might stay and that's the last thing that you want is someone staying in a roll for a paycheck and just kind of dabbling at the job and just to get a paycheck and you don't want that that's not good for you that's not good for your business and that's not good for the candidate either you're looking for people who are going to come in and grow and inspire others and just move the needle and take your company to the next level so moving on to number seven this is actually one of my favorite questions and it's what three skills are you working on right now to develop now a players they will rattle three of them off just like that and they will have no problem doing it c players and they'll hem and they'll haul and be like well i think uh i don't know and don't waste your time on those people if they're not working on themselves right now to develop something to push themselves to the next level you're dealing with a c player and that's probably one of the absolute best success predictive questions that you can ask and i usually save it for the end now i gotta tell you i only promised you seven questions in this video but while i was making the video i came up with another one so i'm actually going to give you eight questions and the eighth one is what question haven't i asked you that you would have liked me to have asked you and what this kind of does is this kind of throws out a lifeline to a candidate i mean maybe if they're not doing well in the interview process this is a way to get them to talk about what you know they want to share what's most important to them what this allows you to do is get some deeper insight into to what's on their mind what do they want you to know about them now if it's something really fantastic and you know it's amazing you know then check you know you're probably dealing with a high performer but if they just kind of give you you know a kind of a flat answer or just say no nothing at all really then again you're probably dealing with a c player and it's time to let those people go because you don't want them in your business they're not going to help you grow they're not going to help you take your company to the next level all right my friend that is all i have for you today now if you would like to go a little bit further in this process i have a book it's called the seven master steps to hiring a players and it's got these seven questions in it with more detail than i was able to cover in this video and there's more than seven questions there's probably like 30 or 40 different success predicting questions that you can ask candidates and i put them all in the seven master steps to hiring a players you can download that book from the simplehiringsystem.com just head on over there and i'll get it right out to you so again that's all i have for you today and best of luck to you on hiring your next high performer your next a player and take your business to the next level alright my friend i'll see you in the next video bye now

Channel: Don Georgevich

Views: 104,630

Keywords: how to hire employees for a small business, how to hire bodyguards in gta 5, how to hire people for your business, how to hire employees, how to hire a virtual assistant, how to hire on upwork, how to hire a video editor for youtube, recruitment (industry), hiring employees, how to conduct a job interview effectively, how to conduct a job interview sample questions, how to conduct a job interview as an employer, how to hire

Id: Z7yoipfhM_k

Length: 10min 52sec (652 seconds)

Published: Tue Nov 09 2021