If you’ve worked in recruitment for a while, you probably know your go-to interview questions inside-out.
It might be that you’ve figured out the best ways to cover the basics. Or you might have a few crafty curveball questions up your sleeve to keep your candidates on their toes. However, no matter how long you’ve been in the game, there might be one key area you’re overlooking: character questions.
Character questions are vital in determining how a prospective candidate will fit into your organisation. It’s all very well knowing that someone can do a job competently, but knowing what personal values they will bring to the business is just as essential.
Here are five of our favourite character questions, courtesy of James Reed’s new book, ‘Why You: 101 Interview Questions You’ll Never Fear Again’, and how they can help you find your next hire:
Who do you admire and why?
Asking an interviewee about their aspirations is a great way to get an early indication of their intentions and find out just what qualities they value in other people. For this reason, the ‘who’ actually isn’t all that important. It’s all about the ‘why’.
The best candidates always opt to pick someone relevant to the role they’re applying for, of course. If they’re applying for a management position, for example, choosing a good leader would work well. For more entry-level roles, answers might feature someone who has worked their way up in an industry.
Answers that are situated somewhere between the cliché (we’re thinking Nelson Mandela, Sir Alan Sugar, etc.), and the try-hard or completely obscure. But whoever they pick, the justification should always reflect their own personal values.
Also, be prepared: you might get a lot of candidates who choose their mum.*
Good answer: ‘If I had to choose one person, I’d probably go with JK Rowling. She was a single mother with very little money, who had an incredible idea and decided to go with it. After writing the book, it was rejected countless times by publishing houses, but she didn’t give up. Now she’s one of the most successful British writers of all-time. That persistence and self-belief is something I really admire.’
Bad answer: ‘If I say you, will I get the job?’
Tell me something about you that isn’t on your CV
Let’s face facts: interviews are tiring.
As a recruiter, sometimes you want to recuperate and let the interviewee do some of the hard work. That’s where this question comes in. It also presents the candidate with an interesting dilemma: do they go personal, or keep it strictly business.
Although the professional approach may seem a little safe, things like further information about their first job, or specific examples of overcoming workplace problems, are potentially quite fertile areas of discussion.
On a personal level, the most revealing answers will provide a much more rounded view of the person behind the application. So whether it’s an unrelated piece of voluntary work, or an interesting hobby or unusual pastime, a little more character is always a good weapon to have when it comes to narrowing down your options.
Good answer: ‘Well this is actually a little embarrassing, but I actually couldn’t ride a bicycle until a few years ago. That was when I went travelling, and we only had bikes to get around the small island my friends and I found ourselves on. So I had to learn pretty fast, which was scary, but also weirdly exhilarating. I’ll never be a contender for the Tour de France, but at least I can go for a bike ride if it ever comes up.’
Bad answer: ‘I’m a black-belt in Origami. ’ (insert other, slightly obvious joke here).
What do you most dislike about yourself?
Usually for the obvious ‘what are your weaknesses’ line? Think of this question as its evil twin…
In fact, whilst it covers similar ground, the broader and slightly more confrontational approach has the potential to provide a more personal answer, and be a clear indication of character. Will your negative line of question ruffle their feathers and reveal their flaws or, instead, will they come out swinging?
What you’re really looking for is the candidate to mentally reframe the question, just as they would addressing any of their other weaknesses. Humanising themselves with a legitimate area they are working hard to improve should be enough to reinforce the idea that they can do the job at hand.
What you’re not looking for is to become a surrogate psychiatrist.
Good answer: ‘Whilst there isn’t anything I’d say that I actively dislike about myself, there are certainly traits I value over others. If I’m being really honest, I’m not great at confrontations. Luckily it isn’t something I’ve often had to deal with, but on the odd occasion I’ve had to deliver bad news, such as poor appraisals, I haven’t enjoyed it all that much.’
Bad answer: ‘I have quite a short attention span… I’m sorry, can you repeat the question?’
Is it acceptable to lie in business?
The world is unfair. Proof? Almost everybody lies, yet nobody wants to hire a liar. Go figure.
As a result, the only real option here is for the interviewee to opt for the obvious answer. Anything other than playing it 100% straight and extoling the virtues of telling the truth at all times has the ability to throw serious doubt on their core values, something that’s unlikely to prove endearing.
Some candidates may try talking their way out of this one, and suggest that there’s a fine line between a lie and withholding the truth, but in a job interview this kind of wheedling and bargaining is probably not a good look.
In an interview situation, the intricacies and nuances of bending the truth is always best left alone. Lying is lying, no ifs or buts.
Good answer: ‘I’d never recommend lying. It just never works out in the long run. If you make a mistake, it’s always better to own up for it and apologise. Most people will forgive you for making a mistake, and you’ll learn from it, but some people will never forgive a lie.’
Bad answer: ‘Lying isn’t a problem. Just as long as you don’t get caught.’
Would you rather be liked or feared?
Translation: what’s your leadership style?
This character question is almost such a deliberate trick question that it could quite easily be considered in the curveball bracket.
The easiest way for a candidate to answer this is deceptively simple: don’t answer it. They may have been presented with a straight choice, but there’s an unspoken option on offer. If they demonstrate their initiative enough to go for something else, it can speak volumes about what kind of person they are.
The ideal interviewee chooses to acknowledge the original framing of the question, but explain why it would be impossible for them to choose from what’s on the table. Their third, alternative answer, should then follow, along with the sense of confidence that comes from being so well-prepared.
Good answer: ‘Well I certainly wouldn’t want to be feared. Personally I think fear is a terrible motivator, and could lead to some uncomfortable situations. Everyone wants to be liked, but it isn’t always possible. Sometimes you have to do unpopular things to get the job done. I’d much sooner be respected, but have my co-workers understand that I always do my best for the team as a whole.’
Bad answer: ‘I want people to be afraid of how much they like me.’
*This answer is, of course, perfectly acceptable, as long as it’s justified and backed-up.
More interview questions
Not convinced any of these answers work for you? We’ve got more. A lot more, in fact.
For 96 other questions you could ask, buy James Reed’s new book: Why You? 101 Interview Questions You’ll Never Fear Again.
Alternatively, feel free to share your own answers in the comment box below.
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