The most important interview questions to predict career growth

by | Nov 7, 2020 | Personal Growth, Pinned | 0 comments

Being on any side of the job interview table (or computer screen, these days) is not always the most comfortable place to be. Right now many of us are either interviewing others or interviewing for jobs ourselves so we wanted to share some tips on how to prepare well to ensure you find the right candidate or the right job and culture for yourself. Here are three interview questions that should be considered by both aspiring candidates as well as hiring managers: 1. These questions center around and determine the “growth mindset” of the candidate and the organization. 2. These questions help you enter that “virtual room” excited to share and learn from one another.

Question 1: What are you working on right now in terms of your own development?

As a hiring manager: The answer can give you a broad view of whether and how the candidate is thinking about their own development and growth. If they are struggling with this question, if they‘ve been surprised by it, it might be the case that they haven’t been thinking about their own talent nurturing and growth. It additionally talks about the candidate’s introspection, humility and desire for continuous improvement. Response to this question will give you an idea of how eager to learn the candidate is, how open to feedback and coachable they are. Pro-tip: As a hiring manager if you want to nurture a “growth” culture on your team, ensure that you have also thought of your response to this same question and share it openly and bravely with the right candidate. There is nothing more appealing to a candidate than a hiring manager who is courageous enough to share her development areas openly. None of us are super-human, we are all work in progress and we should all be learning and developing something. That is not a weakness, that is a strength.

As a candidate: Think of your areas of development and share them without shame. We are all developing something, but the difference between people who grow in their careers and the ones that don’t is that the former are constantly working on developing themselves and never satisfied with the status quo. Also, remember, that you can be developing your strengths into superpowers, too. For example, one of my strengths is a “learner”, so I constantly need to learn new things in order to feel like I am progressing. Currently, I am learning a new language (Italian) and I am learning new continuous improvement methodologies at work. Remember your answer to this question should reflect that you are thinking about your development and that you are self-aware and willing to learn.

Question 2: What are your strengths?

As a hiring manager: This takes us back to the question of self-reflection and whether the candidate spends enough time cultivating and performing from their strengths. An important thing to note is that research shows that when we perform from our strengths we are in the zone, we are creative and we feel positively challenged; simply put – we are in our happy place. If we combine good work ethic and discipline with our talent we are able to achieve excellence and much better results. But in order to accomplish that, we need to be aware of what our strengths are in the first place.

As a candidate: Spend time to reflect on what your talents and strengths are, what are the unique qualities that you bring to the table, the ones that you want to leverage even more and develop them into your superpowers. You want a company that will celebrate and reward those. That is the place to be. If you are not sure what your strengths are, take the Strengths Finder test to get you started. Also, think about when you are in your zone, at your best, when do you feel most creative. Just thinking about it will put a smile on your face and project an aura of confidence and positivism during the interview. Share those with the interviewer and expect a callback.

Question 3: What are your career aspirations?

As a hiring manager: In order to develop a growth culture in your team, you should always be thinking two steps ahead. When you are hiring for a role on your team, it is important to think about potential career progression for that person. One of the most important aspects of employee engagement is when they see that their managers invested in their career growth. Start early and find people with potential, who can grow easily beyond the current role.

As a candidate: Have you been thinking about the future of your career and where you want to find yourself in the next five years? It is important to have career aspirations and a plan, but be flexible. Own your career development. If you don’t own your career, then you leave it to the company, your manager or any other external circumstances to create that plan for you. And you may not like the result of it. If you are not following the traces outlined by your own aspirations you might end up in a place where you would not be as motivated, as engaged and consequently, not as satisfied with what you’ve achieved. It is important to be flexible along the way, but let it be just a side step on the same ladder that you chose, defined and started to climb in the first place, continuously growing and reaching for your full potential.

To conclude: 1. prepare well; 2. enter that interview room with self-confidence, a plan and a smile; 3. learn and grow from the interview!

By NeoAnimas Method

Edited by Milena Antic

Ana SJ

Ana SJ