The best interview questions tell you about the person behind the resume – and speak to details not on a resume.
This is another post on what are the best interview questions to ask. Most of these posts focus on the traditional, standard, stupid, inane, canned, and silly questions that have no relevance to future success. For example, how can the candidate know how they can help your organization if you don't first discuss performance expecations. Secondly, asking deep value/character based questions about frustrations, motivations, feelings - will generate superficial responses until a high degree of trust has been established.
The one question I did like on this post was the one about "what will your former boss say when I..."
Barry Deutsch
Partner
IMPACT Hiring Solutions
http://www.impacthiringsolutions.com/Blog
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I do not lean toward measuring potential or behaviorial interviewing 101 that past performance is the best indicator of future performance. Many mistakes in hiring occur when we put too much emphasis on one area.
A better approach might be a blended tactic that includes 50% of interviewing to validate the ability to meet the job expectations (that's assuming you've defined those expections - which most managers DO NOT), AND whether they have the motivation, grit, drive/self-motivition and intellectual curiousity to have the potential to grow into something greater.