Marc Haine argues that behavioral interview questions reveal whether candidates will stick around. Ask about specific past moments: when honesty was hard, commuting struggles, working with different teams. Matching candidate values to company values predicts who stays.
Don't forget this. When it comes to hiring new people into your business, it's not good enough just to ask some mundane kind of basic questions. It's really important to ask behavioral questions. Keep in mind that what we want these days is we don't want transactional employees. We want relational employees. And so, in order to make that happen, asking behavioral questions is the key. What's the difference between a behavioral question and other interview questions? A behavioral question is asking about people's experiences. Can you tell me a time where you felt being honest was a challenge? Can you tell me a time where getting to work was a struggle for you? Can you tell me a time when working with a diverse group of people became a challenge? By asking these kinds of questions, can you tell me a time, it forces your candidate to think back to their history. And in itself, they will reveal the truth on how they acted within certain confines. But I still think it's really important that you make sure that you share values. You're looking for value crossovers with you and your business. Keep that in mind because if you can handle that, then you might be able to handle people who will want to stick around. Go figure!
