Assessing a job candidate is all about the questions you ask during the interview. But too often leaders ask the wrong things, focusing more on what the interviewee has done in the past rather than what they can do in the future. If you need to hire someone to work on an innovation project, make sure you’re asking questions that get to their ability to collaboratively problem solve. For example, you want to know how they would handle particular problem-solving situations rather than whether they’ve done exactly what you’re looking for in the past. You should assess whether they are able and willing to fill in gaps on teams when it becomes clear a particular role isn’t being filled. And, it’s important to understand what they’re passionate about working on. Innovation happens when you bring people with different passions and approaches together to work toward the same goal.
I could tell right away from the tone of his voice that the VP of Engineering wasn’t happy. He practically growled at me. He had just finished interviewing a job candidate named Anand, who I had directed his way, and was calling me to say he was going to pass.
See The Original Blog:
https://hbr.org/2019/03/stop-eliminating-perfectly-good-candidates-by-asking-them-the-wrong-questions?fbclid=IwAR1Y7srwFLRWH5SAg1wFMPOjO-Lncj3vpMRFEJaF3SEDXhtckO1F1fqaFro
