Interviewing: Throw out these over-used questions and select better team members.
Three Dumb Questions You Should Not 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 (think of them as 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, yet 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.
Rule: Avoid ‘future-based’ questions. They 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. They are just guessing about a rosy future.
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! Almost everyone thinks they are ethical. Just listen to any agent describing any other agent as unethical…..
There’s a much better way to find out the person’s ethics and values, and that’s to ask ‘behavioral predictor’ questions. Those are questions based on someone’s past.
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.
In my new book, Launching Right: What They Won’t Teach You in Pre-License School, I reveal best interview practices that the would-be agent should recognize. These include asking behavioral-based questions.
What questions have you been snookered on? How did you change those questions?
What’s your Blueprint for Selection Look Like?
Do you ask the right questions? 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?
