Hiring is one of the biggest concerns for executives and management level positions, especially when it comes to hiring a manager. Poor choices in hiring can take a drastic toll on the success of the business. Not to mention that who you hire has a direct reflection on you as a manager. On the other hand, great hiring choices can improve the overall cohesiveness of the work environment and boost production, making it imperative for managers to establish an excellent recruiting process.

Today, recruiting is considered more of an art than science. Regardless of the company structure or rubrics, there is added emphasis on the importance of asking the right questions during interviews. You only have a short amount of time with each potential candidate so you need to maximize your time accordingly. But which questions should you ask? Senior leaders in their respective fields have recommended the following questions.

1. What is something about yourself that others might find surprising?

As a manager, it’s vital to keep the conversation focused and demand sincerity early on. Asking unique questions can obtain unique answers. By allowing the interviewee a chance to think outside of the box, the cognitive juices start flowing early in the interview.

2. Why did you choose this industry and career?

Instead of asking questions that warrant a one or two sentence response, this question is designed to allow the interviewee to start to express their professional and personal interests and goals. It’s essential for managers to learn more about their prospect’s career goals and how the position fits into their plan. You also want to make sure they are sincerely interested in the job and will be motivated to perform if chosen.

3. What do you know about our company, what interests you the most and why do you want to work here?

This question is designed to highlight the candidates who are sincerely interested in working for your company. Skill is something that can be taught, but enthusiasm cannot. When a potential employee is genuinely excited about an opportunity, this usually translates into excellent work and greater longevity with your company. Additionally, it will provide further confirmation of their grasp of the duties of the role and what aspects interest them the most.

4. From everything you’ve learned about this role, myself and our company, tell me how you feel you’d make a contribution.

This statement lets you see how much research your potential employee has done before arriving at the interview. A great candidate will take that extra step to be better prepared, and that same mindset will carry over into their working habits.

5. What would you have liked to do more of in your last position? What held you back?

Asking what held that potential employee back from something they wanted more of out of their last position will offer insight on whether they will feel the same way about their job working for your company in the future. This is a great way for a candidate to express their previous job experience and challenges without asking, “What are some challenges?”

6. Only choosing one or the other, do you work hard or smart?

By forcing the candidate to think on the spot and choose whether they want to appear as the right fit for the job is a great way to test their critical thinking and constructive criticism capabilities. A tough labor demanding job may warrant the hard-working response, whereas a position that demands more organization, scheduling, and many other tasks may require the smart worker response.

7. How would you further describe your working style and how you are able to handle tight deadlines?

Get to know each candidate’s working style. Do they like to collaborate with other members of the team, or do they prefer to work independently? Do they require a lot of direction, or can they take initiative, using good judgement and complete the task without supervision? The insight gained from this interview question is invaluable for determining the right match for the job and for the entire team.

8. How do you handle conflict in the workplace?

It’s inevitable that managers run into conflict at work. And it’s even more important for managers to know how to handle these situations when staff escalate tricky situations that they need help with.

9. How do you have difficult conversations with stakeholders about performance issues?

Remember that it’s the manager who needs to address any issues impacting the performance of the team and business.

10. Describe a situation when you coached or mentored others.

A manager’s success depends on the success of their team. It’s crucial to hire candidates who are capable of guiding, coaching, and mentoring other team members. Knowing how they can effectively communicate with others and provide insight is valuable for both the hiring process and team performance.

In conclusion, establishing an excellent recruiting process starts with getting the right talent through the doors. While there are hundreds of interview questions, the above questions are recommended by senior leaders in their respected fields. Asking unique, thought-provoking questions will allow managers to determine if the applicant can contribute to the team’s success. Implementing these questions into the interview process can lead to hiring the most qualified, enthusiastic and productive individual for the job.