4 maintenance tips to find the best solution for your organization

These days, finding the right candidates for a job can seem impossible. People everywhere are leaving or losing their jobs and looking for a new one – the process is more critical than ever. How do you know that the person you choose will not be a nightmare?

In my team, we don’t believe the word impossible. There is always a solution, and there is always the right candidate for any job. The key is to find someone who will enjoy the job, do it well, and most importantly, fit into your business. To identify this person in an interview, you need to ask the right questions and pay attention to more than their answers.

Here’s how:


“What would you do if I told you that a task is impossible?” “

You can tell a lot about someone by their word response impossible. Whatever the task, I maintain the idea that there is a way to do it and I expect my team to feel the same. Have confidence. Between the pandemic and the dramatic cultural changes, many good people are looking for work. The right candidate is out there, so make it your job to find them.

During the pandemic, the supply of goods also seemed impossible. Last year, a common ingredient in our products, which is also an ingredient in hand sanitizer, was suddenly unavailable. The disinfectant was flying off the shelves and the only factory in the world that made this ingredient burned down in a fire. Truly. So we called all of our suppliers looking for information on wholesale purchasing before the pandemic. Sure enough, we found someone who had made a big purchase a year and a half ago. Turns out he still had some in stock, and we bought some from him. With a mindset of possibilities, you stay open to more solutions.


If I had to fire you, what would be the most likely reason?

Asking a candidate where they might fail in their particular role is a great way to see if their work habits fit into a supportive team. In addition to the standard interview questions, ask questions that are appropriate for the job. For HR, in particular, I like to add a few curves to see how the candidate handles the extra stress.

A guy once said, “You’re never gonna fire me.” I am so good. Unsurprisingly, he ended up being one of the most irritating people to ever work for me. Her answer was too arrogant and sure of herself, of course, but more than that, she was clearly dishonest. We really needed this position filled at the time, so we hired him anyway. After about two years, I fired him completely, which I always knew would happen eventually because of that initial lie.


What’s the worst thing someone close to me would say about you?

People come to an interview prepared to describe their flaws, but I like to dig deeper. Having to recognize the reality of how we are perceived shows a great capacity for self-reflection. This question brings out some honest truths, but watch out for response time. An immediate response is likely an inauthentic pre-recorded response. If they wait a second to think about it, they are probably sincere. Five to 10 seconds, however, and they’ve already had several thoughts that they’ve decided not to share.

When I interview I push and push a bit, because people’s reaction says it all. I want to get to the bottom of their personality if I can feel it. Recently I had a candidate with an A + interview. She answered all questions perfectly, even when I intended to push her away. No matter what I asked, she came back with a quick and polite response. I didn’t hire her. Why? Something about her just didn’t suit me. Even though she was extremely skilled and intelligent, I felt like she wouldn’t fit in at all. Perfect answers indicated a lack of vulnerability and self-awareness. From a conversation, I knew she was deceitful. She didn’t know herself, and for me that is much more important than anything else.


If you were to get the job, what would I know about you six months or a year after working together that I don’t know now?

Getting to know someone takes time, and generally the things we keep to ourselves are some of our biggest fears. Admitting these fears can be really uncomfortable. During an interview, and even in the first few months of work, people always try to impress their bosses and coworkers, so they’re very selective about what information they reveal. Getting them to explore and identify what they are holding back will tell you a lot about their honesty.

I got responses as varied as “Nothing” to “I murdered someone”. Of course, that’s the kind of answer that makes me dig deeper. The guy had no records, nothing in his background check, and no gaps in his resume, so we asked about the circumstances. The murder is a bit too much, but I still enjoyed his frankness. He knew I would never find out and that I could have answered my question another way, but it was his honest answer. I hired him? No. Like I said, murder is a bit too much.

Finding the right candidate depends more on your approach than on the pool of employees available. Be prepared to search everywhere and don’t overlook a candidate just on their CV. To create better questions, think about how you might see them if the tables were turned. Of course, check with HR and make sure anything you intend to ask is within legal limits. Business can be uncomfortable, so ask the uncomfortable questions to make sure a candidate matches yours.

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