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FINDING THE RIGHT EMPLOYEES
• “How have you maintained composure during stressful
work situations?”
• “What do you consider your top communication skill and
why?”
• “Tell me about building a relationship with someone with
differing viewpoints.”
About personal accountability:
• “Share a time you owned up to a mistake in front of others.”
• “Discuss how you handled a situation where you took the
blame for someone else’s error.”
• “Describe a learning experience from a past mistake.”
For careful listening:
• “How often do you act on others’ suggestions? Provide an
example.”
• “What methods do you use to show someone you’ve under-
stood their points clearly?”
Connect Questions to Typical Situations
To gain a deeper understanding of a candidate’s motivations and re-
actions, it’s effective to ask questions that relate to specific scenarios
they may encounter in your company. For example:
“Imagine a customer comes in just before closing time to lodge
a complaint about something that isn’t your fault, but you also
have a personal commitment that’s important to you. What
would your response be?”
Using scenario-based questions can elicit responses that reveal much
about an applicant’s attitude toward work.
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