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

6 key questions to ask in a candidate's first interview (and what to expect) When you're on the other side of the table interviewing a potential candidate, you need to be prepared. There are a number of questions that will help you find out if this person is a good fit for the job and with your current team. And no, they're not the twisted “how many golf balls can you fit in a bucket” questions that you can't answer yourself. Here's a short questionnaire that will help you find out everything you need to know about the person in front of you.

Recall a time when you had a difficult goal: what did you do to achieve it? Go into the process and the result.

If you are looking for a candidate whose work is results-oriented, then this question will be essential to know whether he or she is up to the job. A good answer from the candidate will show that they understand that targets are difficult to achieve, that they put a lot of effort into them and that they don't let the quality of the work slip.

2. Tell me about (your company name) as if I would be interested in buying your services or product.

This is a much more challenging way of asking “what do you think our company does? The candidate will be forced to give a quick answer summarising everything they may have looked up about the company previously.
Bear in mind that this will be easier for candidates with a sales or commercial profile than for those who are more used to being hidden “in the trenches”. But that's OK, it will be interesting to see how each one performs.

3. What were the relationships with your previous co-workers like? How would you describe the ones you consider the best and also the worst?

Every team is different, so this question will help you find out if the interviewee will be comfortable in your team and if they will fit in well. Their answer will give you a clue as to how they interact with people and what kind of relationship they are looking for with their colleagues.
Some candidates do not hesitate to criticise their former colleagues or bosses, it will be interesting to see how you deal with this.

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 result. Also talk about the 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 question he would ask in an interview if he could only ask one. And this was it. According to him, it's the one that tells you whether you're the right candidate or not.
Depending on the response you receive, you will get a glimpse of their successes and sense of belonging. Those who show confidence and pride in their work, while at the same time being humble and giving credit to others, will be awarded honours.

5. Any professional experience in which you have been successful but do not want to repeat?

His speech about this will give you an idea of how he manages the tasks he has to do but does not like to do. Pay attention to his answer, because it may be one of these three:

• Something small or unimportant, for example, putting letters in envelopes. See if they understand the value to the business or if they think they are overqualified to do the job.
• Something “too hard”. Was it really that hard? Was it because it was poorly planned? Poorly executed? Pay attention to who or what he “blames” for the job being so unpleasant for him.
• Something to do with the team. Pull the thread to find out what their role was within the group, what was going on within it, etc.

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

6. Recall a time when you have messed up.

A typical question, but still a very good one. Why? It is 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 an irrelevant anecdote are of no interest to you.

Have you taken notes? Use this questionnaire at your next interview and you will be able to find out much more about your candidate.