Page 156 - Company Excellence

Part III: Chapter 5 ‐ It's all about the people

Connect questions with typical company situations
The in-depth questions allow the recruiter to delve deeper and deeper
into the applicant's world of imagination and to get to know her better
and better. And, of course, this forms the basis for tracking down the
basic style and, in particular, for being able to better and better assess
the personality and values of the employee-to-be. The recruiter
approaches the question of how the match between the applicant
and the company or position is. To do this, he uses questions about
typical situations that occur in the company, for example:

• "Let's assume that shortly before closing time a regular
customer comes to see you (or calls you) and complains
about something ... You yourself are not responsible for the
reason for the complaint, but you also want to keep an
important private appointment. How do you react?"
• "Let's assume that the company offers you the opportunity
to participate in a large-scale training program. This would
require a certain investment of time from you, but at the
same time it would significantly increase your sphere of
influence and responsibility. How do you react to this?"

Questions linked to an example usually lead to differentiated
applicant responses, which allow an assessment of the work attitude,
for example. Here is another example: The recruiter wants to find
out how loyal the applicant is. For this purpose, he constructs a
concrete quarrel between two employees in his question: "What do
you do if you overhear a quarrel between colleagues? Can you
imagine entering into a dialog with the parties involved? Or do you
call in your management?" In addition, he repeatedly asks for
evidence to support the answers. For example, if the applicant
states that she is good at dealing with stress, he follows up: "Give
me an example. How

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