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There are a lot of different factors that determine the likelihood of making a good hire who’s a solid fit for your company. Conventional questions will help you gauge a candidate’s skills and experience, but don’t necessarily provide insight into their personality, style and work ethic.

Asking behavioral questions during an interview is an effective way of determining if past behavior will determine future performance and if a candidate will be the right fit for the job. Here are some specific behavioral questions to ask.

Tell me about a stressful situation you’ve had at work. How did you handle it?

Your employees will inevitably deal with stress at some point. Unforeseen curveballs can present themselves at any moment, so you’ll want to hire someone you know will remain calm under pressure. This is a great question to assess their mental disposition and know whether or not they’re someone you can count on when things take a turn for the worse.

How do you prioritize job duties when things are hectic?

You’ll want to know what a candidate’s thought process is during stressful situations. When there’s only a limited amount of time, they need to be able to think rationally enough to make good decisions on which job duties are the most pressing. See what their logic is and how they decide what most deserves their attention.

What do you do if you know you’ve made a mistake?

It’s only a matter of time before a new hire makes a mistake. This is simply part of the learning process. But you want to know you’re hiring someone who’s capable of A) acknowledging they made a mistake, and B) able to come up with an effective solution in a timely manner.

How do you handle working with someone you don’t get along with?

Let’s face it. Workplaces can be a breeding ground for differing opinions and disputes. You will have employees who don’t see eye-to-eye on something, and there may even be significant friction between them. Nonetheless, they should be capable of putting their personal differences aside for the greater good of the company. This is the perfect question to gauge how well a candidate handles interpersonal conflict and what their overall maturity level is like.

Bad hires are inconvenient and expensive and should be avoided at all costs. Asking behavioral questions like these is one of the best ways to learn more about how a candidate is likely to act if hired. This way you can filter through candidates more efficiently and find individuals who will truly mesh with your company.

Looking to improve your recruiting process? See how PrideStaff DFW can help.

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