Open ended questions in dating new dating siet
If, for instance, you want to assess the candidate’s leadership skills, talk to former subordinates; for questions about the candidate’s strategic orientation, talk to former bosses.If you want to measure his influencing skills, talk to peers.Say that you know, of course, that “no candidate is perfect.” But that it’s useful to “know as much as possible” about the applicant to “confirm whether she has a high chance of success” in the job and so that you can provide “proper integration in the onboarding process.” Describe the job Next, says Fernández-Aráoz, you need to be specific about the role you’re trying to fill and its challenges.Begin by saying something like, “We are seriously considering Mary to be a project manager here.“It’s in the candidate’s best interest to work with you on this.” Set the tone “Assume that the reference call will take an hour,” says Claman.
But viewing reference checks as a formality is a mistake, according to Priscilla Claman, the president of Career Strategies, a Boston-based consulting firm and a contributor to the . “Even though you’re right 90% of the time, the 10% that you’re wrong”—if, say, a candidate has vastly overstated his qualifications or has other professional skeletons in his closet—“can be very damaging.” Worst-case scenarios aside, reference checking often yields “vital” information about the candidate, says Claudio Fernández-Aráoz, a senior adviser at global executive search firm Egon Zehnder and most recently the author of .
In other words, don’t read too much into the referee’s tone of voice or inflection, says Fernández-Aráoz.
Besides, you don’t know whether the person you’re talking to is humorless, always speaks in a monotone, or is just having a bad day. “You cannot make emotional decisions.” There are, however, some red flags.
At the start of the conversation, you should ask how the reference knows the candidate, to double-check that the person you’re speaking to is in a position to evaluate him. “Start from the premise that Nancy is a great candidate and she will make a good employee,” she says.
If you display skepticism toward the candidate or hesitate, the reference will likely clam up out of loyalty, she says.