Strengths Based Interview Questions

A competency-based interview will assess skills and experience. But it won’t get to the heart of whether a candidate will enjoy or is passionate about doing the role.

Welcome to the Strengths Based Interview.

By focusing on someone’s strengths and motivate them, employers can identify candidates with the potential to become peak performers in their business.

But how do you construct a Strengths Based Interview?

By following some steps it can be achieved:

Ø Competency to strengths – a shift in mindset:

It can be quite a lot of managers used to conducting strengths-based interview to get their heads round. Competency-based interviews measure someone’s skills and experience and provide a way to measure and score a candidate against the requirements of the job. The first step then in developing your strengths based interview is to help your interviewers and managers understand the principle and the thinking behind using strengths instead of (or as well as) competency-based interviews.

Ø What does the job involve?

The next step is to break down what’s involved in the job itself. Let’s take a call center role as our example. The job is likely to involve:

Ø Talking to customers on the phone

Ø Following a set procedure or script

Ø Having an eye for detail.

Looking at that list, it’s easy to see that some people will love it and some people will positively hate it. And it’s obvious really, that if you can attract someone who likes detail, enjoys talking to people even if those people are unhappy, and is energised by structure then they’ll be good at their job, easy to train and great ambassadors for the business.

Ø Questions that explore the candidate’s strengths:

For the interview, you’ll need to create a question for each of those key areas or tasks. They need to provide the candidate with an opportunity to talk about a specific example of when they’ve performed that task previously. Your follow-up questions or probes should then dig deeper into how a candidate felt about that activity. In this way, you’ll start to gather evidence about whether a candidate pursued a task with glee or trudged despondently through it. The difference will make all the difference to whether they’re right for the role.

Learn New Things

Why does one person’s negativity affect everyone else?

Our temperament is outlined as a collection of traits which will make a case for or predict a person’s behavior in a very sort of things. In different words, temperament may be a set of characteristics that replicate the way we think and act in a given situation.

Everyone has their dangerous days at work. However, some workers have dangerous weeks — or perhaps dangerous months. While managers are also tempted to let annoyed workers come off steam thinking that they’ll come back around sooner or later, negative attitudes within the geographical point will hurt businesses drastically, from morale to the complete structure culture.

Why is it very easy for sometimes positive individuals to be brought low by their miserable colleague?

Evolutionally-speaking, we have a tendency to area unit designed to the support and security of others. We glance to others to bolster our sense of self and by observant, however, people behave we have a tendency to verify what behavior is anticipated, people. ‘What,’ we have a tendency to marvel, ‘do I would like to try and do to suit in here?’

If negativity is being expressed loudly and systematically, others can tune into that, take it aboard and begin to precise it themselves. And before you recognize it, you bought a negativity epidemic on your hands.

How are you ableto nip the negativity in the bud?

Just as you can’t tackle a pandemic with antibiotics, there's no straightforward cure for a negative worker.

The first step is to acknowledge that nobody sets bent on be miserable at work. In fact, nobody sets bent on be miserable, full stop.

So, if this misery isn't inevitable, it’s clear that our next step is to seek out-out the underlying cause.

Which is probably going to be either personal or situational.

In summary, hereare the five key steps to tackling negativity at work:

Recognize that no one sets out to be miserable in their work life

Find out the underlying cause – is it personal or situational?

If it’s personal – offer support and be clear about expectations

If it’s situational – investigate the relationship with their manager. If that’s not the problem, look at what might be bothering them about their job. Recognize they might not always know themselves.

Be clear about what’s acceptable and unacceptable behavior for the whole team and undertake some team-building activity to bring everyone closer together.

Need some help tackling this in your team? Then drop me an email to book in a no-commitment chat.