Interview Questions: The New Essentials

by Diane Harrick
the creativenet workgroup

How much can you learn about a job candidate during the interview? The answer depends largely on the questions you ask. The interview provides an excellent opportunity to evaluate interpersonal skills; clarify details in the resume, portfolio and cover letter; and decide which subjects to pursue with the candidate’s references.

The following questions require applicants to think carefully and make connections between their experience and the available position. Their replies may help you narrow the field of prospective hires and identify potential top performers.

What are your strategies for keeping up to date with changes in the industry?
Most managers expect employees to take the initiative to remain current with trends in the field. Does the applicant rely on a number of sources (such as websites, industry associations, and his or her own network) or just one or two (e.g., the daily newspaper and staff meetings)? Further, does the candidate share with others what he or she has learned? This demonstrates initiative and a willingness to assist others beyond the traditional scope of the job.

What’s the greatest compliment you’ve ever received at work?
The answer often indicates what is most motivational and meaningful to the candidate. It also can reveal that person’s strengths. Look for the details behind the response: Did the compliment come from a manager, a colleague or someone else? Was it related to the person’s functional skills or interpersonal style? Also, ask why this compliment meant so much.

How would your closest friends describe you?
You also can ask a candidate how his or her references or colleagues would describe him or her, but inquiring about friends makes it more conversational. The answer may reflect what the person is like on a daily basis.

If you weren’t in this particular profession or career, what would you do?
The answer to this question may offer insight into the skills or interests a candidate could apply to your firm. For instance, if the person mentions an interest in teaching, he or she may be a source for training your department or assisting with new staff orientation. People perform well when they are passionate about what they do.

If you are selected for the position, what would you need from your manager and colleagues to be successful in the role?
The answer to this question can illustrate the candidate’s level of self-direction, initiative and accountability. Most hiring managers expect to offer guidance to employees as they start their jobs, especially regarding organizational policies, work priorities and performance expectations. However, it could be a red flag if the candidate’s response indicates a need for excessive direction, or conversely, a desire to be completely autonomous.

Describe the most difficult work environment you’ve encountered. How did you adjust to it?
You’re likely to get more helpful information by asking about the most difficult environment than the one that was most pleasant. Don’t be afraid to probe. For example, if the applicant describes the pace in his or her last job as too hectic, ask for clarification. Your environment may be just as fast-paced, and you will want to determine if the individual can adapt well or is better suited to a position with less demanding requirements.

Whom do you consider to be a mentor?
If the person counts all former managers as mentors, then know that he or she will likely look to you to serve in this role as well.

As a creative talent placement specialist, Diane Harrick acts as a go-between for freelance graphic designers, production specialists, writers, proofreaders and interactive media pros and the businesses that need them — primarily marketing/ advertising firms and design shops. After working as a designer and creative director throughout Fairfield County for 20 years, Diane launched creativenet workgroup with two truisms in mind: Deadlines wait for nobody, and good talent is easy to find — if you know where to look for it. Call Diane at 203.354.2677 or email her at info@creativenetworkgroup.com.