Bringing new people into your business can be a daunting prospect. You've worked hard to build your company from the ground up, so when the time comes to recruit staff you want to be sure that your new employees have the right skills, knowledge, and attitudes...

Before a job interview takes place you, the employer, have already researched and seen the candidate in some capacity via their CV, LinkedIn, or application form. In other words, you already have a good idea of their skills and knowledge. However, it can be difficult to portray attitudes through a CV, which is why interviews are so important.

It is likely that the attitudes and values of your organisation will match your own. This being the case, you need to ask questions that give you an insight into the attitudes of the interviewee:

It is likely that the attitudes and values of your organisation will match your own. This being the case, you need to ask questions that give you an insight into the attitudes of the interviewee:

1. Describe a major obstacle you faced on the job. How did you overcome it?

This gives the candidate an opportunity to display their attitude towards problems. The key here is for the candidate to show that they view issues as temporary and can show how resilient they are as a person.



2. How do you handle situations in which you’re asked to do something beyond your capabilities?

This question is a great way to show how honest a person is. We have all been in this situation where a superior has asked us to do something in which we are not confident. What you are looking for here is for the candidate to effectively come clean and confirm that this has happened but, more importantly, they are comfortable with change and growth.



3. What is your biggest development area or greatest failure?

This one is designed to agitate. People assume that when you go for an interview you will solely be talking about how you fit in with the organisation and your positive attributes. This question can essentially give you an indication of how honest and transparent the candidate is but by asking about failures or areas of development you are looking for the steps they have made to overcome and why working in your business will help them improve. This is a good attitudinal demonstration as it shows the applicant is accepting of their shortfalls but understands no one is perfect and development is part of any new role.



4. Why are you leaving your current employment?

This question is designed to evaluate the applicant’s integrity. Do they talk negatively about their previous employer or are they positive about their experience and moving on for developmental reasons? The worst answer someone can give to this question is to speak negatively of their past or current employer.



5. Can you provide me with an example in which you found yourself in a situation where there was a conflict with a colleague or customer?

This question highlights handling pressure and stress but more importantly looks at the interpersonal capabilities of the candidate. Of course, interpersonal skills can be learnt but the ability to bring calm to a situation shows leadership qualities.



6. If you were a brand or company, which one would you be?

You are essentially asking what company this person would happily align themselves with. If the company happens to have the same values and attitudes are yours, excellent.



7. Tell me about a situation when you had to go above and beyond in order to get a job done?

This question relates heavily to the individual's motivation. Motivation and dedication are key attitudinal areas. What you are looking for her is that the individual showed that they persisted with the task and, more importantly, possess a 'big picture' stance whereby they do not only see themselves as a ‘cog’ but part of a greater cause working towards a common goal.



8. If you were made the manager in your last position, what would you have changed?

This builds on the integrity agenda: if they list endless things wrong with their previous company then that is certainly a red flag. What you are looking for, however, is an insight into their desired managerial style and how they wish to be managed. This will take some honesty on your part - can you be the manager they need? If not, then your values do not match up. This will also reflect on their own managerial style, if this candidate is successful, there may come a time where they have to manage employees on their own.