Everyone wants them to have better interview questions. So I consulted founders or CEOs in various fields and asked them what their favorite interview questions were and how they disclosed the candidates.

1) Why did you change X jobs in Y year?

This question can help me fully understand the applicant's work experience. What are their motives? Why did they jump ship? What is the main reason for their leaving?

The answers given by candidates can show their loyalty and logical thinking process. Do they think that someone (manager or boss, etc.) ) Always playing tricks on them? Do they get bored easily?

There is nothing wrong with jumping ship. What really matters is the reason why they jumped ship.

2) If we celebrate what we have done in this 12 month of the year, what do you think we should achieve?

For me, the most important thing in the process is to let the interviewee interview us. I need to know that they have done their homework and really understand our company and the position he applied for. I really hope to get it.

Candidates must have a long-term strategic vision and a good sense of the overall situation in order to answer what we should achieve in one year and why we want to work in our company.

3) When do you feel most satisfied in life?

Except for entry-level applicants, I think most of them have the corresponding work skills and knowledge. Moreover, I believe that smart people with relevant experience can quickly adapt to the new environment and stand out from it as long as the culture there conforms to their personality and can stimulate their potential. So I focused on the personality of the candidates, focusing on whether their personality is in line with my company.

This question often leads to various dialogues, which let me see the matching degree between the culture of our company and this person's personality, and what kind of environment this person needs to play his greatest potential.

4) If you apply successfully, love this job and get the salary you asked for, what conditions will other companies offer you to make you feel excited?

Want to know whether the applicant's motivation for job hunting is to pursue money or his own interests?

Can they be acquired by other companies?

Many answers may surprise you.

5) Who is your role model? Why?

This question can reveal whether candidates often reflect on personal and professional development, which is highly related to success and ambition.

Moreover, it can also show the qualities and behaviors that candidates want to have.

6) What don't you like to do?

We often habitually think that people who love a certain position will like everything in this position. However, I found that this is not the case.

However, you need to make unremitting efforts to let candidates answer this question realistically. I usually ask this question many times in various forms, and the answer you finally get is definitely worth your efforts. For example, I once interviewed a person who applied for a sales manager, and she said she didn't like meeting strangers.

Best of all, a candidate for CFO once told me that he hated details and would double-check his financial data. Call the next applicant!

7) Talk about the most important achievement in your career.

I found that this question can lead to more other questions, so that candidates can talk about themselves more specifically.

This question can easily lead to these questions: what position did you hold when you achieved this achievement? How does it affect your development in the company? Who else is involved? How does this achievement affect your team?

Discussing a candidate's achievements can help you learn more about this person, including his work habits and how to cooperate with others.

8) What's your favorite animal?

When interviewing my current administrative assistant, I asked her what her favorite animal was. She said it was a duck, because ducks always seem to be calm, calm and quiet to complete their tasks.

I think this is a great answer, which perfectly explains the role of administrative assistant. It should be noted that she has been working in our company for more than a year now, and her performance is excellent.

9) We are always pursuing perfection, speed, wisdom or low cost, so we adopt the latest technology or improve the process. In other words, we strive to get more output with less input.

Tell me which project you implemented recently or which problem you solved.

Excellent candidates will answer this question in many ways. Excellent candidates will be very excited when answering questions.

Since 13, the price of our products has only been mentioned once. This is not to say that our cost has been reduced. On the contrary, we can keep the price unchanged because we do things more efficiently. Our team, from top to bottom, will actively find problems and solve them.

Every new employee must do this.

10) What achievements did you make in your last job to prove that you will make great progress in this job?

Past achievements often indicate future success.

If candidates can't point out their previous achievements, then they may not be able to do much in your company.

1 1) Can you tell me your story?

This empty question will immediately put the interviewee on the defensive, because there is no right or wrong answer. However, it does have an answer.

This question requires the applicant to answer creatively. It can reveal a lot of information about the applicant, including personality, imagination and creativity.

This question may sound empty, but it is the beginning of a story. In today's world, whether it is a product or a person, the ability to tell stories and attract people's attention is the key to promoting a brand.

The way candidates look at me when asked this question also reveals their preferences. If they seem cautious, unnatural and pause for a long time, then this tells me that they may be too rigid and narrow-minded. In our industry, we need people with an open mind.

12) Are there any questions?

I like to ask this question in the interview, because this question can reveal whether the candidate's thinking is agile, well-prepared and strategic.

I find that you can get to know candidates better through their questions rather than their answers.

13) Tell me about a time when you were unhappy. For example, you wanted to get a promotion, but you didn't get it. Or your project didn't produce the expected results.

This question is simple, but it is meaningful. Candidates may say that they understand the importance of teamwork, but that doesn't mean that they actually know how to work with a team. We need proactive people who think that their positions are inseparable from the team.

There are three basic types of answers to this question: 1. Complain about others; 2. laugh at yourself; 3. Seek development opportunities.

Our company needs very dedicated people who are willing to take on more responsibilities and sometimes do more work than the job requires. I hope team members have the right attitude and methods. If the applicant complains, blames his former employer, or understands that his or her role is solo rather than sincere cooperation, then he or she will not do well in our company.

However, if they dare to take responsibility and are eager to apply what they have learned to their work, then they will make great progress in our company.

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