By Sarah LaFon
Borrowman Baker, LLC, BV Staffing + Consulting
Gallatin, TN

When you interview a potential BV leader in your firm, what questions do you ask?

Digging into the character and thought processes of this person is important: after all, they could be leading others for many years to come.

.  It can be tough to ascertain all the important things there are to know about a person’s character, drive, ambition, and leadership skills in an interview (or two). Seasoned professionals will come with well-rehearsed answers to all of the cliché questions:

  • Where do you see yourself 5 years from now?
  • What are your strengths/flaws?
  • What are your passions or key drivers?

According to the old adage, however, “An interview is a conversation between two liars.”  And, true to form, both parties are going to put their best foot forward and resist showing their flaws.

With that in mind, maybe you should add questions that dig deeper – that explore the emotional intelligence of the person you are considering hiring, and that will reveal more about who they really are.

Here are some I suggest to help you identify your next best candidate:

  • What makes you resilient?
  • Research shows that high performing leaders have routines & rituals in the morning that prepare them mentally and physically: what rituals do you need to continue, and what do you need to change?
  • How do you invest in yourself?
  • What is the biggest misperception that people have of you?
  • Tell me about a time when you made a major mistake at work; how did you handle it?
  • Tell me about a time when you received feedback which left you disappointed in yourself.
  • What is the most frustrating aspect of your current job? What are you doing to make it better?
  • Tell me about a time when you had to deal with a difficult co-worker or client. How did you move towards resolution?
  • What would you like to contribute to our business?
  • Tell me about the most difficult decision you have ever made in your career.
  • Why should you get the job over all the other applicants?
  • What will you do if you don’t get this job?
  • What advice would you give your previous boss?
  • Tell us something about you that we would not know by looking at your resume.
  • What question did you come prepared to answer that we did not ask?
  • What feedback would you give me on my interview?

These questions can provide invaluable insight into a BV candidate’s values, emotional intelligence and leadership potential. If a person is interviewing for a position where they are going to be leading or mentoring others, being able to give constructive feedback is essential. Also important is that they are self-aware enough to ruminate about frustrations, difficulties, and mistakes with honesty and a drive for continued growth in their personal character.

That’s the kind of person that you want to hire as a leader in your firm.

Sarah Lafon
Sarah LaFon