Job interviews can be challenging. How to select your ideal candidate in a short period of time?

Many managers follow their gut; others let the candidates go through many job interviews, and some concentrate on asking good questions.

The New York Times has a weekly column, “Corner Office”, in which senior managers of larger companies and organizations are asked what they like to ask a candidate in a job interview.

Some of those favorite questions I haven’t heard before.

Like this one:

“What makes you howl at the moon?”

This is the favorite question of Jeffrey Swartz, former CEO of the footwear company Timberland.

But most managers ask a question that fits in one of four categories.

At number 4 on our list of favorite interview questions of senior managers are questions around:

Career

A resume is important. Someone’s work history reveals a lot. But what do you do with that list of dates and facts during a job interview?

Most managers prefer the candidates to talk about their work history to see what the candidates highlight. So, a question like “Tell me about your career” is often used as an opening question. It lays a foundation for follow-up questions.

Dawn Lepore, former C.E.O. of Drugstore.com, always asks a career question:

“I always ask them to tell me their background. I can read it on the resume, but I always want them to describe their background to me, because it’s interesting to see what people choose to tell you about themselves, how they describe the moves they’ve made, the changes they’ve made.”   

At number 3 on our list of favorite interview questions of senior managers are questions around:

Passion

Of course you want to hire someone with passion. People who are energetic and energize others are the motor of your organization.

Most senior managers cross this bridge by asking the candidates what they are passionate about. Former Chairman of Willis Group Holdings, Joseph J. Plumeri, said in an interview:

“I ask only one question: “Tell me what you are passionate about”. That’s it.”

At number 2 on our list of favorite interview questions of senior managers are questions around:

Adversity

How do you predict a candidate’s future behavior? Executives recommend asking about the candidate’s ability to overcome adversity. What challenges did the candidate face? And how did the candidate handle that challenge?

Some candidates will face adversity, take it, and solve it. Other candidates see adversity and ignore it, as talented they may be.

Executives like Nancy McKinsey (C.E.O. of Wolters Kluwer); Michael Mathieu (CEO and Chairman of SET Media), and William D. Green (former chairman of Accenture) ask about past experiences of the candidates that show that ability.

Questions to ask: Have you faced any adversity? What did you do about it?”

And number 1 on our list of favorite interview questions of senior managers are questions around:

Connection

Critical in the selection of a candidate is the ability of the candidates to relate well with other people. This ability to connect is crucial. For that reason, managers asked themselves the question if the candidate resonates with them. Is there some kind of chemistry that would make working together productive and fun?

For instance:

“..if I were to get on an airplane with this guy or gal, would I want to fly across the Atlantic with them? Are they nice people to be with?”

Greg Brenneman, Chairman of CCMP Capital

 

“It’s nice to be with people you want to work with. That doesn’t mean that they are going to be your best friend, But it has to be someone you have a fundamental connection to in some way, and you trust them.”

George S. Barrett, C.E.O. of Cardinal Health

 

“I look for people I want to spend time with…”

Lew Cirne, Chief Executive of New Relic