This is the time you should be lead generating for recruits and selecting carefully. So, this month, I’m spotlighting recruiting and selecting–the one step in the recruiting process that’s not well taught–or mastered.
Three Dumb Questions You Should Be Asking in the Interview
We all have our favorite interview questions. Yet, most of the time, those favorite questions don’t give us insights into our candidate (be sure to call them candidates). They give us the answers we want to hear–and the candidate wants to give us!
Before I tell you the three dumb questions, write down your favorite interview question.
Now, the three dumb questions:
1. How much money do you want to make? (or any question to which they are going to give a wild guess, interviewer-pleasing answer)
Dumb because: If the agent is new, they have no clue of what it takes to make that money. They are just throwing a number at you.
In fact, any ‘future-based’ questions fail to give you real information about that person. Why? Because they are ‘reading you’ and giving you the answers they think you want to hear.
2. Are you honest? Are you tenacious? Are you ethical?
Dumb because: Any of the ‘value questions’ are dumb because no one is going to tell you ‘no’ to them! There’s a much better way to find out the person’s ethics and values, and that’s to ask ‘behavioral predictor’ questions. (See YourA�Blueprint for Selecting Winners for details).
3. Will you take part in our ____________? (meetings, trainings, etc.)
Dumb because: They will usually say ‘yes’–and then not appear. Instead, you need a ‘mutual expectations’ dialogue at the end of your interview, where you lay out expectations and get agreement–in writing.
Big principle in interviewing: People behave in the future like they behaved in the past.
Find out about their past.
What questions have you been snookered on? How did you change those questions?
What’s your Blueprint for Selection Look Like?
For an 8-step ‘sure-selection’ process, best questions to ask, and what to put in your selection packages, see Your Blueprint for Selecting Winners. This unique resource is all online, so you get instant access. Isn’t it time to polish your selection process so you don’t have to work so hard and get better results?
