interview questions to ask employee

What Types Of Questions Do We Ask Employee Candidates During An Interview

Description: The article below covers the key topic which is related to interview questions to ask employee. The author is going to mention different types of the questions that we use to ask potential candidates during an interview. We will also be introduced some details about the three parts of the interview.

One of the first questions I ask candidates that I interview for a job at Le K is what motivates them, by listening to their responses, I’m able to gauge whether or not le K as well as consulting in some respects is the job for them.

For example, are they motivated by learning? Are they motivated by solving complex business problems? Do they enjoy the fact that they wouldn’t necessarily be doing the same thing every day.

They might be working across the multiple different industries in a very short period of time, when I sit down and interview a candidate, there are three parts to the interview in my mind.

The first thing I’m trying to build a little bit of rapport where they didn’t understand a little bit who they are and where they’re coming from, what’s made them who they are with their experiences of being what kind of work experience they’ve had, get a bit of a sense of who they are and why they’re interested.

Then it is the second thing we focus on, it’s a case interview, but what am I looking for? There is somebody who can break down the problem, break a problem down into its constituent parts in a logical sensible fashion and can give me as some ideas about how they would solve that problem.

So I’m looking for the structure and I’m looking for a creativity, so those two things are together, those things don’t go together, somebody who can structure the problem can’t let sordin always necessarily give you an interesting or creative solution.

But if you can get those things out of a case interview, it’s usually a very good interview and then the last thing I’m trying to do is to give them an opportunity to find out more about us, it’s not always easy to imagine for a candidate from school after doing their undergraduate or an MBA.

I want them to have as much information about what it’s like to work in so that they can make the best possible decision for themselves, I try to start off by probing on a level of curiosity about the world.

So I start off very broadly highlighting a couple of things that they put on their resume or in their cover letter that they are very proud of and trying to go one level deeper to get understanding as to what inspired them to either participate in that activity or why they included it on the resume.

I’m trying to gauge their excitement and their ability to communicate that to me effectively, I think that speaks passion of the work and something that I’m trying to pick up rather quickly so that that’s a question that I often start off interviews.

I think about questions that will reveal to me their working style, their personality, we spend so much time at work, it’s important to be able to have a good working relationship with your colleagues and that includes things like how well they work in a team, how sociable they are, how well they’re able to relate with clients and things like that.

I’m also very interested in their ability to dig into analysis, so think about examples in the past whether it’s in school or at a prior job where they’ve been able to show some deep analytical experiences.

The type of questions I like to ask candidates, my two favorites are your greatest success and in any field whether it’s personal professional academic, what was your greatest success and what did you learn from that success?

Then on the flip side, what we should grow is failure, when I talk about failure, it’s more about if you started off to do something and it didn’t end up the way that you wanted it to end up, how do you reflect on that failure and what did you learn from that failure, when I sit down with a candidate, there are a couple of questions that I always ask them.

First is why are you interested in consulting and in particular, why are you interested in Lak? I think that’s important, because a lot of people are brought drawn to consulting a lot of people come from various backgrounds.

It’s always good to know that they’re coming to consulting and they’re coming to Lak for all the right reasons, this could be a good place for them to grow both professionally as well as personally in line with whatever goals they may have.

The second question I typically ask them is what is your leadership style or when you’re working on a team, tell me about what you’re like, if I spoke with some team members that have worked with you in the past, how would they describe your personality or your team work style.

I think that’s important, because regardless of what position you come in at LA KB, it’s an associate or a life science specialist or a consultant, you’re going to be working on a team, you’re going to be working in close proximity to two other like-minded and equally capable team members.

It’s important to understand how you interact and what that dynamic could be on a case team, some of the questions that I usually ask my interviewees are the questions that frankly help me understand who they are and how they would act.

When they’re in a job, what do we do here at Le K? What are your hobbies? What kind of person are you? When you are faced with a difficult situation with a stressful situation with a unclear situation and trying to understand, this person might be sitting next to me.

I am going to be comfortable with how they act when you’re faced with any one of 20 30 50 different denials that might happen in this job.

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