Recently the 99Hunters team needed to grow a little more and, as usual, we started talking internally about the characteristics of the profiles that we would look for to compose the team. After many conversations about what we would like, I started a reflection on my almost 10 years in the interview room on how to "investigate" to get to know the person I'm talking to better - let's face it, a difficult mission to be performed in a few minutes, right? Regardless of the people, I remembered some behaviors within this dynamic of questions and answers that always happened at one time or another, as if they were a pattern.
But, after all, what care should you take when preparing the question strategy for an interview? How can questions impact this dynamic? Doesn't focusing on professionals who bring the exact answer you're waiting for, mean bringing someone with a very similar profile?
In my mind, there always seems to be a premise to start my questions that go through exposing or not exposing 100% of my environment to the person at the time of the interview before knowing the way they think. Anyway:
When hiring someone for my team, a question always comes to my mind: we must understand what are the behavioral aspects that make up the dynamics of the company and the team to put all the cards on the table right away, so that the person can talk to me, knowing the real challenges, or is it better that I just try to trace a behavioral profile of the person being interviewed, through competency questions and, in this way, understand how they can fit in with my team and not influence their responses during the chat?
As I mentioned earlier, during my journey in the world of recruitment, I noticed that some behavioral patterns of responses are very recurrent and to help you with your interviews, I decided to anticipate these possibilities that you may find so that you can think about how to deal with them in your case. Without further ado, below are some types of personalities I came across:
After playing all the cards on the table about your team dynamics, the person adapts the speech of the answers based on what you told them and tries to get you to hear what they 'would like to hear', however, they did not notice that is, in fact, not only lying to you, but to themselves. From the side of the person interviewing, it can be the impression of a very superficial conversation or forced answers, or it can happen that you get carried away by emotion and think that you have found the person of your dreams for the team. Therefore, be very careful about wanting to hire without a comparative basis and rushing through the process because there are 'many other demands' to solve.
DOnce you open up about your day-to-day life, you're likely to come across some extremely sincere people from your point of view. There is a curious factor here, because depending on the answers, you might be tempted to convince this person to work with you, even if they don't want to. That is, there may be a feeling that this is the right person to rework what was missing and change the way some things are being done. Here, it is important to analyze all sides very well and understand if this person can really represent this change or just be a big hurricane within your team. If you understand that it is really worth convincing them, it will be necessary for you to establish a time for things to adapt and make it very clear to them that sometimes changes take time and energy and that, although they are agents of change, nothing changes overnight.
Here, in this case, you also made everything very clear about how it works. Well, there are also those people who never seem to be very happy in their comfort zone. Who are always looking for 'new problems', I mean new challenges lol. Here, it's always something easier to identify, the person seems to be delighted by the problems and demonstrates possible solutions with a very positive look at each of the challenges you told them. See, not everything is flowers, these people are talking to you, for the same reason they are leaving and entering their companies, for the lack or opportunity of a new challenge. So, do you have enough stock for this profile?
You decided to go the other way and decided to analyze more of the person through behavioral questions, before saying what actually happens out there in your company. Well, due to the limited exposure of scenarios here, you will most likely make the person have 2 possible behaviors, or a total lack of interest and provide you with shallow answers, trying to look for examples that will not come close to your reality or that, after trying to answer your questions with an approximate scenario will question you in relation to something, that is, force you to tell what is happening. Depending on the type of behavior, it may be that, in the most difficult ways, you have found a very interesting profile.
In short, you will likely find a multitude of scenarios and possibilities, allow yourself to explore your conversations in the most varied ways and test what can best adapt to your interview process. There is no magic formula for anything.