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Questions to ask potential job candidates are a dime a dozen on the internet. That can be useful but also confusing. Given all the ideas out there to gauge everything from EQ, to humility, to leadership potential, to commitment to the company, which ones should you actually use for your next job interview?
If you are looking for a simple answer and are pressed for time, I have a two and half minute video I'd like to show you. The clip comes from the podcast of British VC Harry Stebbings and comes recommended by economist and Talent co-author Tyler Cowen ("Good questions for interviewing people for normal jobs," he comments on his blog).
In it, Eight Sleep CEO Matteo Franceschetti runs through his simple five-question playbook he uses in every interview.
The advantages of this approach are easy to spot. One, it's quick. Franceschetti claims he can get through his playbook with a quality candidate in less than 30 minutes (if you ramble and spew fluff so you take much longer than that it's a red flag, he says).
Second, it's adaptable to just about any job. You may obviously need additional screens for technical competence for some roles, but this framework should give you a good general feel of a candidate's effectiveness in whatever job they do. Finally, by using the same framework again and again, you develop a good basis for comparison which helps you quickly and fairly compare candidates.
So what does this playbook contain? Franceschetti goes through each of a candidate's previous jobs, taking notes all the while, and asks the same five questions:
How did you find the job and what did they hire you for? If you were recommended by anyone, particularly your previous manager, that's a great sign.
What is your biggest achievement? "The best people come back with data" not generalities, Franceschetti claims, e.g. "I improved the CVR of the website from 8.2 percent to nine percent by doing A, B, and C." Elon Musk and science agree with Franceschetti here.
What has been the lowest point? "A lot of people start complaining and you see what they complain about," observes Franceschetti, and that can tell you a lot.
Who was your manager and what are they going to say about you in the next reference check? Be sure to include that last bit about the reference check because then the candidate will know you're actually going to ask and won't lie. If people become cagey or rigid, that's not a good sign.
Why did you leave? "This is a soft way to know whether they got pushed out," says Franceschetti.
This simple approach is illuminating when you're discussing a single previous gig, but its real power comes through when you have the same discussion about three, four, or five past jobs. "Then you start seeing patterns," notes Franceschetti and these patterns are what can be truly revealing.
Go ahead and search the internet for job interview questions if you want to dig into a certain trait or competency. It can't hurt to ask as long as you're consistent between candidates. But these add-on questions aren't strictly necessary. Franceschetti claims his simple five-question playbook, repeated for a handful of jobs and consistently across candidates, is all you need to start getting a sense of who is the best person for the job.
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28.11.2023
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What This Magician Knows About the Power of Presentation
Questions to ask potential job candidates are a dime a dozen on the internet. That can be useful but also confusing. Given all the ideas out there to gauge everything from EQ, to humility, to leadership potential, to commitment to the company, which ones should you actually use for your next job interview?
If you are looking for a simple answer and are pressed for time, I have a two and........
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