6 key questions to ask at a candidate's first interview (and what to expect)

Remember a time you had a difficult goal: what did you do to achieve it? Elaborate on the process and the outcome.

If you are looking for a candidate whose work is results-oriented, then this question will be fundamental to knowing if they are capable of it. A good answer from the candidate will show that they understand that objectives are difficult to achieve, that they put a lot of effort into them, and that they don't let the quality of the work suffer.

I'd be absolutely delighted to tell you about [your company name] and why we're the perfect choice for your needs. At [your company name], we specialise in [briefly explain what your company does, e.g., providing cutting-edge software solutions, delivering exceptional marketing strategies, offering bespoke financial consulting]. We understand that in today's fast-paced world, businesses need [mention a key benefit your service/product provides, e.g., efficient tools to streamline operations, innovative campaigns to reach new audiences, expert guidance to navigate complex markets]. That's precisely where we come in. What sets us apart is our [highlight a unique selling proposition, e.g., unwavering commitment to client success, deeply experienced team of industry professionals, proprietary technology that delivers unparalleled results]. We don't just offer a service; we forge partnerships. We take the time to truly understand your unique challenges and goals, and then we tailor our offerings to ensure you achieve measurable and impactful outcomes. Imagine [paint a picture of the positive outcome the client will experience, e.g., seeing your productivity soar, witnessing a significant increase in customer engagement, gaining complete clarity and confidence in your financial future]. With [your company name], this isn't just a dream – it's our proven track record. We pride ourselves on [mention another positive attribute, e.g., our transparency and clear communication, our agile and responsive approach, our dedication to continuous improvement]. You can expect [list tangible benefits, e.g., a dedicated account manager, regular progress reports, access to our latest innovations]. Ultimately, choosing [your company name] means investing in [reiterate the main benefit or value proposition, e.g., a solution that drives growth, a competitive edge, peace of mind]. We're confident that our expertise and dedication will not only meet but exceed your expectations. I'd be very happy to discuss your specific requirements in more detail and show you exactly how we can help your business thrive.

This is a much more challenging way to ask, “What do you think our company does?" The candidate will be forced to give a quick answer summarising everything they've been able to find out about the company beforehand.
It's important to consider that this will be easier for candidates with a commercial or sales background, than for those who are more used to being hidden “in the trenches”. But that's fine, it will be interesting to see how each one handles it.

3. How were your relationships with your previous colleagues? How would you describe the ones you consider the best, and also the worst?

Each team is different, which is why this question will help you find out if the interviewee will be comfortable within yours and if they'll be a good fit. Their answer will give you a clue as to how they interact with people and what kind of relationship they seek with their colleagues.
Some candidates don't hesitate to criticise their former colleagues or bosses; it will be interesting to see how they approach this point.

4. What would you say has been your greatest professional achievement? Explain how it came about, how you managed it, and how you measured the outcome. Also, talk about any mistakes you made at the time.

Lou Adler, author of The Essential Guide for Hiring & Getting Hired and Hire With Your Head, spent ten years searching for the one interview question he would ask if he could only ask one. And it was this. According to him, with it you can tell whether or not the candidate is the right fit.
Depending on the answer you receive, you will be able to glimpse their successes and sense of belonging. Top marks will go to those who demonstrate confidence and pride in their work while, at the same time, showing humility and giving credit to others.

5. Do you have any professional experience where you were successful but wouldn't want to repeat?

His speech about this will give you an idea of how he manages tasks that he has to do but doesn't like. Pay attention to his response, because it could be one of these three:

• Something small or unimportant; for example, putting letters into envelopes. Try to detect whether they understand the value this can have for the business or if, on the contrary, they think they are overqualified for the task.
• Something “very hard”. Was it really that difficult? Was it because it was poorly planned? Poorly executed? Pay attention to who or what they “blame” for that job being so unpleasant for them.
• Something related to the team. Pull the thread to find out what their role was within the group, what was happening within it, etc.

Talking to someone about unpleasant experiences or bad memories can be very revealing.

6. Remember a time you made a mistake.

A typical question, but one that remains very good. Why? It's the test of truth. A person who takes responsibility for their actions and learns from them is humble and committed. Candidates who blame others or tell a story with no relevance are not of interest.

Have you taken note? In the next interview, use this questionnaire and you'll be able to find out much more about your candidate.