Amidst the sea of resumes, references, and cover letters, a distinctive and powerful tool has emerged that is transforming the way interviews are conducted in selection processes: killer questions, or screening questions.
In today’s job market, competition for top talent is fierce. Companies are looking for technical skills and personalities that fit their organizational culture. This makes job interviews a strategic battleground for both employers and applicants.
However, as organizational psychology has evolved and awareness of the importance of emotional intelligence and adaptability in the workplace has grown, companies have increasingly turned to killer questions to uncover deeper aspects of candidates. In this article, we explain what these questions are, the advantages they offer, and provide examples for your interviews.
What are killer questions or screening questions?
Killer questions, also known as screening questions, are emerging as strategic tools that delve deeper than technical skills and work experience. This makes job interviews more effective and increases the success rate of candidate selection.
In essence, killer questions are like flashes of light in a job interview. They are designed to reveal aspects of a candidate’s personality, values, and skills that would otherwise remain hidden.
Unlike traditional questions, which often have predictable answers and are designed to assess specific skills, killer questions are open-ended and provocative with no “correct” answer. They seek to challenge candidates, stimulate critical thinking, and reveal their true nature.
These questions delve into the essence of the individual, exploring aspects of the candidate such as the following:
- Their ability to communicate effectively.
- Their ability to think creatively.
- Their ability to adapt quickly.
- Their ability to solve problems.
- Their ability to handle pressure.
- Their work ethic.
- Their personality.
These are questions that encourage reflection, test mental agility, and reveal a candidate’s true self. Instead of looking for rehearsed answers, killer questions aim to elicit spontaneous and genuine responses that offer genuine insight into who the candidate really is.
The importance of killer questions in a job interview
According to LinkedIn, 87% of recruitment professionals say talent acquisition has become more strategic since last year. A recent SHRM survey reveals 97% of employers value soft skills as much as or more than hard skills.
As we said before, killer questions are useful because they reveal aspects that are fundamental in determining whether a candidate will fit in well with the existing team and contribute positively to the work environment.
Killer questions are important in a job interview because they assess a candidate’s adaptability and emotional intelligence.
Another reason why killer questions are important in a job interview is their ability to reveal the candidate’s authenticity.
In a selection process where candidates often prepare answers they think interviewers want to hear, killer questions offer the opportunity to look beyond rehearsed responses and gain genuine insight into the individual behind the professional facade.
This is essential for making informed hiring decisions and ensuring that the selected candidate has the necessary skills and integrity to succeed in the role.
Advantages of using killer questions in a job interview
Killer questions are a useful tool in the recruitment process. They offer advantages for both recruiters and candidates.
Next, we will take a closer look at the specific advantages of using killer questions in a job interview:
- More comprehensive assessment of the candidate: One of the main advantages of using killer questions is that they provide a more comprehensive assessment of candidates. While standard questions reveal technical skills and work experience, killer questions allow recruiters to gain deeper insight.
- Identification of key soft skills: Killer questions are especially effective at assessing soft skills like emotional intelligence, creativity, and problem-solving abilities.
- Candidate differentiation: Another significant advantage of using killer questions is that they enable you to distinguish between candidates. In a competitive job market where employers receive many applications for one position, it’s important to identify the best candidates.
- Creating a more equitable selection process: Killer questions can contribute to a more equitable and bias-free selection process. By focusing on candidates’ personalities and skills rather than on factors such as gender, age, or race, these questions help ensure that all candidates are evaluated fairly and objectively.
Promoting diversity and inclusion in the workplace is essential to ensuring that the best talent is hired, regardless of background or personal characteristics. This is also related to inclusive leadership.
Examples of killer questions and how to apply them
Below are some examples of effective interview questions that recruiters can use, along with suggestions for when and how to use them.
Killer questions to assess the candidate’s soft skills
“If you were an animal, what would you be and why?”
This type of question allows you to evaluate the candidate’s creativity and gain insight into their self-awareness and values. You can use it at the beginning of the interview to break the ice and establish a more relaxed tone.
“Describe a time when you faced failure and how you overcame it.”
This question aims to evaluate how well the candidate can handle adversity and learn from their mistakes. Asking it halfway through the interview allows you to delve deeper into the candidate’s experience and capacity for self-reflection.
“What would you do if you found yourself in a situation where you disagreed with your boss?”
This killer question helps assess a candidate’s ability to handle conflict and work effectively in a team. Ask it toward the end of the interview to evaluate the candidate’s problem-solving skills and ability to handle difficult workplace situations.
Killer questions to learn about the candidate’s personality
“How would you describe yourself in three words?”
This question gives an overview of how the candidate sees their own behavior and personality. It should be asked toward the end of the interview, after the candidate has shared information about their experience and skills.
“What do you like to do in your free time?”
This killer question reveals the candidate’s interests, values, and personality by providing information about the activities they choose. It can also be asked at the end of the interview to end on a more relaxed note.
Killer questions to assess candidate motivation
“What do you know about our company?”
This is one of the most common questions. It allows you to discover the candidate’s interest in and motivation for the company. Therefore, it helps you screen out professionals who could show greater commitment to the business project.
“What does work mean to you?”
This open-ended question has no right or wrong answer, but it allows you to discover what motivates the candidate at work and what they value most personally. For example, you can find out if work is an important part of their life, a way to survive, or an opportunity to socialize and meet people.
Why use killer questions in an interview?
The key to maximizing the effectiveness of killer questions is to use them strategically and intentionally. Throughout this article, we have examined what these questions are, why they are important, and how they can transform the job interview process for recruiters and candidates alike.
Killer questions offer recruiters a number of advantages. They provide a more comprehensive assessment of candidates, identify key soft skills, and differentiate candidates from one another.
For candidates, killer questions are an opportunity to stand out and differentiate themselves from the rest. Candidates who can answer these questions with confidence, originality, and authenticity are more likely to make a good impression on interviewers and increase their chances of being selected for the position.
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