Natural Selection – 8 Questions to Ask Your Top Candidate During the Hiring Process

graphic that says natural selection: 8 questions to ask your top candidate during the hiring process

Your job description is specific and clear. You involved all the relevant staff and managers in the selection process. You screened out unqualified candidates. You completed dozens of interviews. You asked excellent interview questions as part of the hiring process.

Sure, you have a gut feeling, but guts have been known to be wrong. Your own inherent biases may be clouding your judgement. So how do you know if you’ve found the right candidate during the hiring process? We all know the cost – both in expense and time – of making a bad hiring decision. Looking beyond the specific job skills and experience, here are a few factors to consider for any new hire:

  • Is the candidate highly adaptive? Agility, the capacity to think on your feet and take on new roles and embrace new ways of thinking, are critical in an ever-changing environment.
  • Did the candidate ask great questions? Not the ones they prepared in advance. The ones that occurred during the interview that showed they can listen, synthesize and ask thoughtful questions about the heart of your business.
  • Are they curious? What else do they want to know?  Are they lit up with questions? A great employee needs to be a great learner. Being voraciously curious is key to high productivity and breakthrough thinking.
  • Can they connect the dots? Being able to see patterns in disparate information and make sense of mountains of data without being overwhelmed is a valuable organizational trait for complex organizations.
  • Are they team players? Are they comfortable in the role of both Chief and Indian? They need to believe that their thinking is improved by collaboration and diversity.
  • Are they enthusiastic about people and relationships? Kind of a no-brainer, but a good reminder that enthusiastic people tend to generate positive feelings and productive energy for their projects and initiatives.
  • Can they admit to mistakes? Can they easily describe three failures, and what they learned from them? Be concerned if they can’t bring a few mistakes to mind.
  • Do they see learning as pleasure? Great candidates are eager and rapid learners, and they pursue learning on their own.

PRC knows how important the selection and hiring process is. That’s why we include the assessment tool PXT Select™ as part of our talent management capability. You can’t only rely solely on gut instinct when making hiring decisions and too many organizations make crucial hiring decisions based on impressions rather than data. We are using this new hiring assessment with clients and it is incredibly valuable as part of the hiring process because it provides insightful, actionable data about candidates. Get in touch with us here to get started!

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