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5 Questions you need to ask yourself while interviewing a candidate

Posted: 2014-09-30
Job interviewerHiring a new candidate can be a stressful task or it could be a breeze - it all really depends on knowing the tricks of the trade rather than how many hours you are putting in to research your candidate's background and analyse their answers or even dress code. Today, with the advent of internet, such tricks are readily available but you have to know what to look for. Similarly, for candidates, life is a lot simpler now. They can google "best answers to interview questions" and "how to de-stress before a big interview" and trick you into believing that they are the perfect people for the job.
 
Let me make it slightly better for you by offering you 5 little tips, or rather, questions. Every time, you are seated in front of an applicant, ask yourself these questions and the answer to whether they are worth your time will come automatically to you:
 

1.       Is the person capable of performing the task?

Now this sounds like the most basic question that you will surely be taking care of. But the thing is in most cases of mis-hiring, the candidate is unable to perform their duties. It is not whether they are uber friendly or packing in hours, it is most frequently about their ability to take on the pressures at a workplace and deliver.
 

2.       Is the person likely to get bored?

It's true that you experience one of those 'eureka' moments when you find a young, bright talent who is like a diamond in the coal. You give yourself a little pat on the back and pin hopes on the future star employee. What happens when this person turns out to be the sort with a tiny attention span? They leave and your training goes to waste, both in the sense of time and money.
 

3.       Is the person a joy to have around?

This is not to say that if a great worker is not a pleasant fellow, you will go ahead and fire or simply not hire them. But the thing is that it is important that he or she gets along with their colleagues, that they contribute to a more fulfilling atmosphere at work or at least not throw in their share of workplace bulling, a worry and frequent occurrence today which can traumatise and depress a person apart from having an adverse effect on their performance.
 

4.       Is the person a slacker?

This is a cardinal question to ask yourself. Someone with huge talent might be shirking off constantly or be unpunctual on a daily basis which means that the company and its reputation will suffer, others in his or her team will have their work disrupted and overall they might be setting a very bad example at the workplace. Think of what this could do to the 'herd mentality'.
 

5.       Is the person a team player?

Now, this is again vital because someone may be smart, good company but can be one of those who take credit for other people's wor, don't want to share credit with anybody or even blame others for their own shortcomings. Now, there are very few job profiles in the world where one can not be a part of a team. In fact, one of the most important traits of a good leader is to sacrifice credit at the altar of boosting a morale there or instilling courage in a diffident team mate.
 
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