In my experience, I have interviewed over 2000 candidates and I have found that there are two questions that can tell you all you need to know in order to make a hiring decision. These questions provide a candidate with an opportunity to demonstrate what he or she values, is knowledgeable about, and what he or she is willing to do in the job at hand.
The two questions
The first question is: “What have you been working on?” This open-ended query allows candidates to direct their response toward the project or task that holds the most significance in their mind. By letting them reveal what looms largest in their current work life, you gain insights into their priorities, interests, and even their self-awareness. This can tell you if their current projects align with your company’s needs and whether they are attuned to their own interests and strengths.
The second question is: “What do you want to do?” While it may sound redundant after the first question, it serves an important purpose. By comparing their answers, you can gauge whether what they’re currently doing aligns with what they actually want. A mismatch might highlight dissatisfaction or a desire for change, giving you deeper insight into their motivation and potential fit within your team.
A great evaluation tool
These two questions, combined with careful listening, provide everything you need to evaluate a candidate’s potential. They also help you close the deal with a promising hire by subtly addressing their needs and concerns without explicit negotiation. For example, I once shared how I never missed my daughter’s softball games, which assured a candidate I could offer the work-life balance they sought without explicitly promising it.
Listening is the most crucial skill in interviewing, and by tuning into what candidates say—and don’t say—you’ll be better equipped to decide if you want to help them write their next career story.
