Are you hiring someone? If yes and as per HBR follow these 7 rules for a better outcome

Are you hiring someone? If yes and as per HBR follow these 7 rules for a better outcome: 1. Avoid easy-to-practice questions - (e.g. What are your greatest strengths and weaknesses?) - all the candidates have a prepared answer 2. Be wary of historical question - (e.g., “Tell me about a time when you led…”) - in a fast paced world past success is no proxy for future one. 3. Assess their liability to solve a problem - usually i refer to a use case based on a previous problem we have solved or a new one we are working on, and give the appropriate time to solve it. 4. Evaluate whether they are fwd looking - Outline your plan the the job you are applying - already do it 5. Assess a candidate’s ability to learn, adapt and innovate - my question what are the domains, skills and traits you have planned to develop while at the new job 6. Avoid duplications - don’t be redundant in your questions. Questions that were fully or parcial covered before. 7. Allocate time to sell the position - usally i present the department strategic plan, that contains its vision, mission and values (amongst others) and provide them a 20 minutes video to explain what we do (based on a conference that i held in the past). Don’t forget the 3 most important factors in the success of you department is People, People and People! dedicate the time accordingly! For all the ones preparing for a interview also read this article so you can be ready and also nothing like have a sneak-peek at Glassdoor.com :-) https://hbr.org/2016/02/7-rules-for-job-interview-questions-that-result-in-great-hires?utm_medium=social&utm_campaign=hbr&utm_source=twitter&tpcc=orgsocial_edit

- Pedro

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