Interview Questions – What to Ask?

By Adam Robinson,
March 31, 2011

If you’re wondering what interview questions to ask a candidate when conducting an interview, Hireology has you covered.

Our platform takes the answers you provide during the job profiling process and automatically configures your interview questions for you. No more last-minute scrambling to find a list of interview questions to use!

Hireology’s interview questions are delivered to you through our three-step interview process, either through your monitor/display or via printable PDF:

The Phone Screen: Hireology delivers a telephone screen with pre-scripted interview questions that focus on 12 factors that drive success.

  • Analytics & Problem solving
  • Innovation & Creativity
  • Communication
  • Organization & Planning
  • Self Improvement & Initiative
  • Supervision
  • Teamwork
  • Culture Fit
  • Job Fit
  • Job Knowledge & Technical Application
  • Judgement & Decision Making
  • Management of Others

The interview questions that are provided are designed to elicit information that gives you critical information about these four dimensions of success. Just follow the script, and you’ll see a dramatic improvement in your ability to use a phone screen to narrow your candidate pool.

The Achievments Interview: The Achievements Interview is the first face-to-face interview that you will conduct with your candidate. By the time a candidate gets to the Achievements Interview, they will have successfully passed the phone screen and are considered a real contender for the position.

The interview questions in our Achievments Interview are designed to provide the perfect forum for uncovering and scoring the 4 predictors of success for any role:

  • Prior job success
  • Positive/optimistic attitude
  • Sense of accountability
  • Culture fit

The Elements Interview:  The interview questions in the Elements Interview he Elements Interview are constructed to focus on the “DNA” of your candidate. This interview is customized for each job based on the job profile you’ve completed. It walks you through behavior-based questions pointed at the elements that lead to success in the specific role at hand.

This interview works under the assumption that present behavior is the best predictor of future success: Meaning, while most interview questions focus on the past, how the candidate acts during your interview can actually tell you more about how he or she might act on the job. Therefore, the Elements Interview Scorecard asks the rater to score behavioral patterns throughout the interview (Things like: Did they show up on time? Did the candidate try to build rapport with you? Did they redirect questions to avoid topics?).

Hireology takes care of the interview questions, enabling you to focus on the candidate’s answers!

What should you be asking sales candidates? Find out below. 

About the Author

Adam co-founded Hireology with the mission to help growing companies make better hiring decisions through data and better technology. Adam is passionate about entrepreneurship, donating time to a number of organizations that support the entrepreneurial cause. Adam completed his undergraduate study at the University of Illinois at Urbana-Champaign, and received his MBA from DePaul University in Chicago, IL.

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