While it's easier to hire new team members based on years of experience or a number of certifications, these surface-level accolades don't measure the work ethic, passion, or values of a job candidate.
While skills can be taught and learned, character traits are inherent qualities that shape how individuals approach challenges, collaborate with colleagues, and respond to change.
Employees with certain traits are more likely to adapt to evolving roles and industries, demonstrate superior teamwork, and drive innovation.
Investing in these team members ensures a workforce that not only possesses the necessary skills but also shares a common foundation of values and attitudes, leading to a more cohesive and successful organization.
So how do you conduct a job interview that gets beyond the resume? Here are a few questions you can ask to determine whether or not a candidate has the attributes that will help bring your mission to life:
Can you describe a situation where you had to put in extra effort to meet a deadline or achieve a goal? How did you stay motivated during that time?
How do you prioritize your tasks and manage your time effectively to ensure you meet your objectives?
Tell me about a challenging project or task you worked on in the past. How did you approach it, and what was the outcome?
How do you handle unexpected changes in your work environment or project plans?
Give an example of a situation where you had to adapt to a new process or system quickly. How did you manage the transition?
How do you keep yourself updated about industry trends and changes that may impact your role?
Can you share a situation where you had to step out of your comfort zone and take on a new responsibility or project? How did you approach it, and what did you learn from the experience?
How do you stay open to learning and acquiring new skills that may not be directly related to your current role?
How do you approach decision-making in a way that considers the broader impact on the company and its goals?
Give an example of a time when you collaborated with colleagues from different departments to achieve a common objective.
How do you handle conflicts between your team's goals and the overall mission of the company?
Tell me about a project or idea you initiated in your previous role. What steps did you take to turn that idea into reality?
How do you stay proactive and seek opportunities to contribute beyond your assigned responsibilities?
Can you share an example of a situation where you identified a problem or opportunity in your organization and took the initiative to address it?
These questions should help you gauge the candidate's attitudes, behaviors, and past experiences related to the five desired traits. Keep in mind that behavioral interview questions (asking candidates to share specific examples from their past experiences) are often more insightful than hypothetical or opinion-based questions.
Aside from these traits, it's also critical to gauge culture fit in a hiring interview. Be sure you have a few questions based on your core values to ensure they're a top-notch character and culture fit.
Beyond the Hiring Process
Once you've found the candidates that will help accelerate your mission, ensuring they're equipped to succeed is mission-critical.
The onboarding process is one of the best opportunities for a company to communicate who they are and the values they embody with new employees.
In fact, organizations with poor onboarding programs have double the chances of experiencing employee turnover.