June 28, 2021
035 - 15 questions to ask veterinary professionals at job interviews to determine whether they'll MESS or MESH with your clinic
Send us a text Asking good quality questions gets you good quality answers In this episode you'll discover 15 questions veterinary clinics can ask job applicants to help them determine whether the new-hire will mess or mesh with your veterinary clinic team. Determining and hopefully, matching clinic values, is imperative if you want your next new hire to mesh with your existing team. The alternative is to hire someone who messes with your team - usually because of a total mis-match in valu...
Asking good quality questions gets you good quality answers
In this episode you'll discover 15 questions veterinary clinics can ask job applicants to help them determine whether the new-hire will mess or mesh with your veterinary clinic team.
Determining and hopefully, matching clinic values, is imperative if you want your next new hire to mesh with your existing team.
The alternative is to hire someone who messes with your team - usually because of a total mis-match in values and integrity.
leading veterinary sector recruitment in New Zealand | veterinarians | locums | nurses
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
Struggling to get results from your job advertisements?
If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.
The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs
WEBVTT
00:00:06.650 --> 00:00:22.010
episode 35 of Paws, claws, and wet noses, the veterinary sector podcast, celebrating all creatures great and small, and the fantabulous professionals who look after them all.
00:00:22.280 --> 00:00:23.359
I'm your show.
00:00:23.359 --> 00:00:25.320
Host, Julie South..
00:00:26.399 --> 00:00:27.690
Good questions.
00:00:27.839 --> 00:00:31.649
Give you good answers interviewing as an art.
00:00:32.009 --> 00:00:40.679
And I'm currently unconvinced that artificial intelligence or AI can replace a real live human being at job interviews.
00:00:41.100 --> 00:00:50.490
Maybe it will happen in a few years time, but for now in 2021, I think life, according to Julie, I think the human factor is critical.
00:00:50.729 --> 00:00:57.479
Will your next new hire mess or mesh with your existing team.
00:00:58.229 --> 00:01:18.030
Today's show has 15 candidate interview questions to ask when you're interviewing your next new hire today, we're going to look at what types of interview questions to ask why to ask those questions specifically, and what red flags to look out for.
00:01:18.935 --> 00:01:33.454
If you want an insight into your next new hires, personality, motivations, and values, then these are some of the questions to ask to help you determine whether they'll mess or mesh with your team.
00:01:35.015 --> 00:01:43.959
An old vet or my father when he was a student in Glasgow, he said, if you want to be a success in veterinary practice, Just keep the bubbles open and just arrested.
00:01:43.959 --> 00:01:46.920
Good Nutrition is not an opinion.
00:01:46.920 --> 00:01:47.670
It's a science.
00:01:49.079 --> 00:01:56.010
They called me that weird herbal needle that, and I just remember thinking, well, I'm still going to do it cause I know it works.
00:01:56.010 --> 00:02:07.200
And I've got the research to back it from reminiscences of the real James Harriet son to P nutrition, to acupuncture the big podcast, discusses current animal health issues from around the world.
00:02:07.814 --> 00:02:11.955
I'm veterinarian Bryan Gregor from New Zealand, just search for the vet podcast.
00:02:11.985 --> 00:02:21.305
Wherever you get your podcasts from claws and wet noses is sponsored by vet staff.
00:02:21.544 --> 00:02:27.485
If you've never heard of vet staff, it's new, Zealand's only full service recruitment agency.
00:02:27.754 --> 00:02:36.965
100% dedicated to the veterinary sector fit staff has been around since 2015 and works nationwide from Kate re-enter to the bluff.
00:02:37.444 --> 00:02:41.914
And everywhere in between as well as helping Kiwis fit staff.
00:02:41.974 --> 00:02:48.724
Also hubs overseas, qualified veterinarians find work and art hero and New Zealand fit.
00:02:48.724 --> 00:02:59.724
staff.co dot indeed it's face it.
00:02:59.875 --> 00:03:06.474
Kiwis are a nation of do it yourself as, and on the surface interviewing a candidate for your vacancy.
00:03:07.139 --> 00:03:08.039
Sounds easy.
00:03:08.685 --> 00:03:20.504
I mean anyone can do it, or so they tell me what skill does it take to ask a bunch of questions and record the answers after all don't you just need to have the job description, right.
00:03:20.525 --> 00:03:22.354
And the candidate's CV handy.
00:03:22.534 --> 00:03:32.405
So you've got something to refer back to about hot, specific skillset and experience you're looking for and whether the case candidate measures up or not.
00:03:32.645 --> 00:03:33.395
Isn't that all you need.
00:03:33.960 --> 00:03:36.810
If only interviewing was that simple.
00:03:37.349 --> 00:03:49.430
And if it was that simple and easy, Isabel, and I wouldn't hear all of the recruitment horror story or is that we do, hopefully everyone on your team now works together.
00:03:49.460 --> 00:03:56.090
And the true meaning of the word team, T E a M we're together, everyone achieves more.
00:03:57.389 --> 00:04:04.770
There might be differences, but all those differences are eared and worked through with respect and everyone is involved.
00:04:05.580 --> 00:04:23.209
One of the things that I really noticed as we were venturing out of alert, level four lockdown, and then to level three last year back when New Zealand was starting its transition back to a more normal, was that in clinics where the teams truly rocked.
00:04:23.685 --> 00:04:24.735
Prior to COVID.
00:04:25.035 --> 00:04:26.865
Well, they, those ones just got stronger.
00:04:27.495 --> 00:04:31.334
Everyone rolled up their sleeves and helped each other out.
00:04:32.324 --> 00:04:49.064
But in those clinics where differing personal and clinic values were pulling everyone in opposite directions where all those teams started unraveling at different speeds, some slow three feet by three feet, and others just employ.
00:04:50.040 --> 00:04:53.819
Big time and nothing appears to have changed.
00:04:54.060 --> 00:04:58.319
Now that we're back into a more normal cycle and rhythm of life.
00:04:58.920 --> 00:05:15.509
I'm still hearing about almost mess resignations because employees have just had enough of the bullying, the backstabbing, the inequities, and other values differences that are being allowed to fester when everyone's backs up against the wall.
00:05:15.810 --> 00:05:19.050
That is when aligned values are absolutely correct.
00:05:20.355 --> 00:05:31.095
But when you've only got such a short space of time as in an interview really an hour isn't long when you're interviewing someone because you've got so much to get through.
00:05:31.514 --> 00:05:37.875
So what questions can you ask that help reveal someone's personality, motivations, and values?
00:05:38.444 --> 00:05:46.454
The nuances of interviewing candidates extend well beyond their skills and abilities and into areas of their maturity.
00:05:47.430 --> 00:05:52.740
Culture fit and self-awareness to assess their overall candidate quality.
00:05:53.850 --> 00:05:56.910
You can mitigate some of these questions for fit.
00:05:57.269 --> 00:06:04.589
If you're attracting informed candidates who know and endorse your clinic's brand, what am I talking about?
00:06:04.889 --> 00:06:10.319
Episode 19 was dedicated to helping you improve the ROI on your job.
00:06:10.350 --> 00:06:11.399
Vacancy adversity.
00:06:12.089 --> 00:06:19.379
I'll put links to that on the page of this episode, which is 35 at paws claws, wet noses dot F M.
00:06:19.730 --> 00:06:23.089
If you haven't listened to it yet, I really do recommend you do.
00:06:23.459 --> 00:06:25.819
It's actually one of the most popular episodes.
00:06:26.629 --> 00:06:39.350
What we're going to look at today as job interview questions that help you get insights into someone's personality and their values questions that will help reveal how the candidate will interact with others on your team.
00:06:40.425 --> 00:06:52.785
So presuming that you've got your clinic's employer brand sorted as per episode 19, and you're confidently assured that your applicant has a reasonable understanding of what your clinic stands for.
00:06:53.535 --> 00:06:54.975
These asking questions.
00:06:55.725 --> 00:07:02.535
What you want to know is whether the applicant you're interviewing stands for the same values as your clinic or not.
00:07:03.584 --> 00:07:04.605
The questions here.
00:07:04.785 --> 00:07:09.675
Aren't the only questions to ask, but they're part of a library of questions, Isabella and I are.
00:07:10.589 --> 00:07:20.310
You want to know whether a candidate will mesh or mess with your existing team here at fit staff, Isabella and I have chats with candidates.
00:07:20.639 --> 00:07:28.350
We want to put the candidate at ease as much as possible as we know that nobody likes being interviewed job hunting.
00:07:28.350 --> 00:07:30.060
is already stressful enough.
00:07:30.269 --> 00:07:36.269
So we do a best to take away any hint of our questions being like the Spanish inquisition.
00:07:37.125 --> 00:07:38.504
So let's get down.
00:07:38.685 --> 00:07:42.074
Let's get down to the nitty-gritty of these questions here.
00:07:42.074 --> 00:07:42.495
They are.
00:07:43.425 --> 00:07:48.944
Number one, tell me something about yourself that others may be surprised to know about.
00:07:50.295 --> 00:07:52.574
This question gets someone to think.
00:07:53.024 --> 00:07:56.415
You're not asking them to tell you something that no one knows.
00:07:56.805 --> 00:08:09.285
Just something that others will be surprised to know a question that gives an insight into how someone understands their own life lessons and how they may work or manage other team members.
00:08:09.375 --> 00:08:14.654
Is if there was something in your past, you are able to go back and do differently.
00:08:15.254 --> 00:08:16.995
What would that be?
00:08:17.084 --> 00:08:17.475
And why?
00:08:20.730 --> 00:08:22.860
What about how do they handle conflict?
00:08:23.970 --> 00:08:34.110
Ask them to tell you about a time they had a difficult working relationship with a colleague, ask them about the challenge and the ultimate outcome.
00:08:35.519 --> 00:08:45.929
Maybe they're leaving because the issue was unresolved or they're the type of person who avoids conflict at any cost, including quitting their job.
00:08:46.049 --> 00:08:46.980
Every time it happens.
00:08:49.769 --> 00:09:09.090
Another way to find out how they handle adversity type situations is to ask them about a skill they'll need to have perhaps in debating or finding a vein and ask them what war stories do they have about that skill or what failures have they had around this skill.
00:09:10.169 --> 00:09:15.659
You want to know how they handle life and situations when things don't go according to plan.
00:09:16.620 --> 00:09:18.990
Their own shortcomings and stress.
00:09:19.710 --> 00:09:30.450
You also want to know whether they give up or are always aiming for constant improvement, especially listen out for where blame is cast.
00:09:30.899 --> 00:09:35.279
Do they own it or others always at fault and it's not them.
00:09:36.299 --> 00:09:40.259
Do they have the wherewithal to make sure the era isn't repeated?
00:09:42.360 --> 00:09:52.049
Take another skillset specific to this, their position and ask them to tell you about their biggest success story relating to this skill.
00:09:53.399 --> 00:10:04.139
What you're looking for here is whether their success is solely about them win a war story was because of someone else, are they all about the glory for them?
00:10:04.409 --> 00:10:06.450
And then lay blame on others.
00:10:07.379 --> 00:10:09.870
You always need to ask both sides of the Queens.
00:10:11.115 --> 00:10:17.595
And talking of skillsets, you want to give the candidate an opportunity to share their best technical skills.
00:10:18.404 --> 00:10:27.075
That is you want to hire someone whose strengths match what you're ideally looking for while finding out what their soft skills are.
00:10:27.855 --> 00:10:36.245
For example, you could ask them what is their ideal position and why, what if their ideal position isn't anything like the vacancy?
00:10:37.634 --> 00:10:38.774
They won't last long.
00:10:38.985 --> 00:10:46.875
And then you'll be back trying to fill that exact same vacancy again, believe me, someone is not better than no one.
00:10:47.414 --> 00:10:58.065
The wrong foot can be absolutely disastrous at Christian additional to the, what is your ideal position and why Christian is here's another one for you?
00:10:58.605 --> 00:11:02.294
What are two of the most satisfying accomplishments in your career?
00:11:02.985 --> 00:11:04.065
Tell me about each of them.
00:11:05.399 --> 00:11:06.539
Why ask this question?
00:11:07.169 --> 00:11:15.000
When people are invited to tell a story about what's been important to them in the act of their careers, you get a window into the values.
00:11:15.509 --> 00:11:17.279
What did they value most?
00:11:17.970 --> 00:11:24.600
What emphasis was placed and where did they value the impact that they had?
00:11:25.649 --> 00:11:31.320
Or was it just the value that they, that came with the award or the official rec recognition?
00:11:33.179 --> 00:11:35.850
Neither answer as better or worse than the other.
00:11:36.419 --> 00:11:42.750
But when you hire this person, it gives you an opportunity to see their motivators and their success markers.
00:11:43.169 --> 00:11:47.940
It gives you a way to reward this person, according to what's important to them.
00:11:48.899 --> 00:11:56.490
Of course you want to know what shortcomings, what weaknesses someone has, but surely there's got to be a better way of asking.
00:11:56.490 --> 00:11:59.100
Tell me about your weaknesses, the standard quizzes.
00:11:59.774 --> 00:12:04.215
There is a new place you're listening to this podcast you want.
00:12:04.245 --> 00:12:05.115
Here's what you want to do.
00:12:05.115 --> 00:12:07.245
You want to ask your candidates?
00:12:07.725 --> 00:12:27.465
What is a development area you've had to overcome or are currently working on improving in your career, asking the question this way, it gives you the chance to learn how someone deals with self realization, self actualization, and potentially how they overcome obstacles or.
00:12:28.740 --> 00:12:37.320
When it comes to candidates attitudes, ask, tell me about your favorite and least favorite manager or supervisor.
00:12:37.950 --> 00:12:54.990
What was it about their management style that you liked or didn't like asking that question gives you some fast insight into how the candidate likes to be communicated with and managed as well as some revelations and to overall attitude.
00:12:55.019 --> 00:12:55.559
Immature.
00:12:57.179 --> 00:12:58.409
Tell me about yourself.
00:12:58.440 --> 00:13:03.990
Question as another one of those predictable shorter get asked, job interview questions.
00:13:04.139 --> 00:13:05.610
People can rehearse for those.
00:13:05.820 --> 00:13:08.789
They can practice for those and give you pet answers.
00:13:09.210 --> 00:13:12.809
And instead you could ask, how did you end up in your current?
00:13:15.110 --> 00:13:21.320
This gives you beat a scenes of a candidate's career trajectory, as well as what motivates them.
00:13:22.190 --> 00:13:24.200
How prepared as a candidate for meeting.
00:13:25.215 --> 00:13:36.585
What homework have they done in my humble opinion, you want someone on your team who's made motivated enough to go out of their way to find out a bit about your clinic.
00:13:37.095 --> 00:13:39.674
If they haven't done that, what else?
00:13:39.855 --> 00:13:40.995
Wouldn't they be bothered?
00:13:41.085 --> 00:13:46.394
Doing Harris interview preparedness questions for you to ask.
00:13:47.955 --> 00:13:49.725
And this is number 12 on my list.
00:13:49.875 --> 00:13:51.315
These are the last four.
00:13:51.914 --> 00:13:58.125
What challenges do you see impacting the industry and how do you think these can be overcome?
00:13:59.325 --> 00:14:00.794
What do you know about this clinic?
00:14:01.634 --> 00:14:04.424
What interests you most about this position?
00:14:05.294 --> 00:14:07.754
And finally, what questions do you have for me?
00:14:09.735 --> 00:14:13.715
As you can see, that's quite a list of at a job interview.
00:14:13.894 --> 00:14:17.075
There are a whole bunch more that cover competency.
00:14:17.884 --> 00:14:34.955
When you think about how much is at stake with each new hire the mission or the missing of your current team, your clinic's reputation, which you've worked really hard to build and the actual dollars you're paying it makes sense to treat a job interview as an investment of your time.
00:14:35.684 --> 00:14:38.955
Please don't short change or skimp on time.
00:14:39.225 --> 00:14:44.565
When you interview someone, allow enough time to ask the tough questions.
00:14:45.014 --> 00:14:50.654
And if you don't have the time available, then consider outsourcing this part of the recruitment process.
00:14:51.825 --> 00:14:59.894
A reputable recruitment agency should give you the opportunity to work as a partner with them on different modules of the recruitment process.
00:15:00.375 --> 00:15:07.695
I know here at vet staff, even if you don't want us to work on the full campaign, we're more than happy to support you, where you need us.
00:15:08.115 --> 00:15:14.985
If all you want help with, as the interviews we can do that, we don't have to be involved in the whole recruitment campaign.
00:15:16.500 --> 00:15:32.220
If you've ever hired the wrong person for your team, then it's definitely worth considering hiring an agency to do the interviewing for you recruiting this way means you can start off objectively when it comes time to write up your shortlist of candidates.
00:15:33.269 --> 00:15:42.840
As a deceit here at VIT staff, we're more than happy to work with you on these areas of recruitment, where you don't have the necessary time to commit to get it right.
00:15:43.080 --> 00:15:45.690
Or, you know, something's not your strong suit.
00:15:46.049 --> 00:15:52.269
We can compliment you making sure your next new hire is the best new hire for your.
00:15:53.894 --> 00:15:54.794
Thanks for listening.
00:15:55.125 --> 00:16:03.644
Remember to click the follow wherever you listen to your favorite podcasts, so you never miss out and it will always end up in your feed.
00:16:04.034 --> 00:16:09.345
Also, if you have any topics you'd especially like to hear about, please let me know.
00:16:10.129 --> 00:16:12.830
To give you an idea of what that might look like.
00:16:13.100 --> 00:16:14.419
Just today's show.
00:16:14.419 --> 00:16:17.090
And last week's were special requests.
00:16:17.330 --> 00:16:26.539
One by a clinic owner in the south island of gods zone RTO, RA New Zealand, and who wanted to know what he could do to retain the generation Z leads.
00:16:26.750 --> 00:16:29.299
He roots her hard to recruit at his clinic.
00:16:29.899 --> 00:16:35.750
Today's special request was from a north island mixed clinic practice manager.
00:16:40.460 --> 00:16:44.450
paws, claws and wet noses is sponsored by vet staff.
00:16:44.659 --> 00:16:50.629
If you've never heard of it, staff it's new, Zealand's only full service recruitment agency.
00:16:50.899 --> 00:17:04.579
100% dedicated to the veterinary sector and fit staff has been around since 2015 and works nationwide from Kate ringer to the bluff and everywhere in between as well as helping Kiwis fits.
00:17:05.099 --> 00:17:11.849
Also hubs overseas, qualified veterinarians find work and art hero and New Zealand fit.
00:17:11.849 --> 00:17:14.160
staff.co dot.
00:17:14.339 --> 00:17:14.970
Indeed.
00:00:06.650 --> 00:00:22.010
episode 35 of Paws, claws, and wet noses, the veterinary sector podcast, celebrating all creatures great and small, and the fantabulous professionals who look after them all.
00:00:22.280 --> 00:00:23.359
I'm your show.
00:00:23.359 --> 00:00:25.320
Host, Julie South..
00:00:26.399 --> 00:00:27.690
Good questions.
00:00:27.839 --> 00:00:31.649
Give you good answers interviewing as an art.
00:00:32.009 --> 00:00:40.679
And I'm currently unconvinced that artificial intelligence or AI can replace a real live human being at job interviews.
00:00:41.100 --> 00:00:50.490
Maybe it will happen in a few years time, but for now in 2021, I think life, according to Julie, I think the human factor is critical.
00:00:50.729 --> 00:00:57.479
Will your next new hire mess or mesh with your existing team.
00:00:58.229 --> 00:01:18.030
Today's show has 15 candidate interview questions to ask when you're interviewing your next new hire today, we're going to look at what types of interview questions to ask why to ask those questions specifically, and what red flags to look out for.
00:01:18.935 --> 00:01:33.454
If you want an insight into your next new hires, personality, motivations, and values, then these are some of the questions to ask to help you determine whether they'll mess or mesh with your team.
00:01:35.015 --> 00:01:43.959
An old vet or my father when he was a student in Glasgow, he said, if you want to be a success in veterinary practice, Just keep the bubbles open and just arrested.
00:01:43.959 --> 00:01:46.920
Good Nutrition is not an opinion.
00:01:46.920 --> 00:01:47.670
It's a science.
00:01:49.079 --> 00:01:56.010
They called me that weird herbal needle that, and I just remember thinking, well, I'm still going to do it cause I know it works.
00:01:56.010 --> 00:02:07.200
And I've got the research to back it from reminiscences of the real James Harriet son to P nutrition, to acupuncture the big podcast, discusses current animal health issues from around the world.
00:02:07.814 --> 00:02:11.955
I'm veterinarian Bryan Gregor from New Zealand, just search for the vet podcast.
00:02:11.985 --> 00:02:21.305
Wherever you get your podcasts from claws and wet noses is sponsored by vet staff.
00:02:21.544 --> 00:02:27.485
If you've never heard of vet staff, it's new, Zealand's only full service recruitment agency.
00:02:27.754 --> 00:02:36.965
100% dedicated to the veterinary sector fit staff has been around since 2015 and works nationwide from Kate re-enter to the bluff.
00:02:37.444 --> 00:02:41.914
And everywhere in between as well as helping Kiwis fit staff.
00:02:41.974 --> 00:02:48.724
Also hubs overseas, qualified veterinarians find work and art hero and New Zealand fit.
00:02:48.724 --> 00:02:59.724
staff.co dot indeed it's face it.
00:02:59.875 --> 00:03:06.474
Kiwis are a nation of do it yourself as, and on the surface interviewing a candidate for your vacancy.
00:03:07.139 --> 00:03:08.039
Sounds easy.
00:03:08.685 --> 00:03:20.504
I mean anyone can do it, or so they tell me what skill does it take to ask a bunch of questions and record the answers after all don't you just need to have the job description, right.
00:03:20.525 --> 00:03:22.354
And the candidate's CV handy.
00:03:22.534 --> 00:03:32.405
So you've got something to refer back to about hot, specific skillset and experience you're looking for and whether the case candidate measures up or not.
00:03:32.645 --> 00:03:33.395
Isn't that all you need.
00:03:33.960 --> 00:03:36.810
If only interviewing was that simple.
00:03:37.349 --> 00:03:49.430
And if it was that simple and easy, Isabel, and I wouldn't hear all of the recruitment horror story or is that we do, hopefully everyone on your team now works together.
00:03:49.460 --> 00:03:56.090
And the true meaning of the word team, T E a M we're together, everyone achieves more.
00:03:57.389 --> 00:04:04.770
There might be differences, but all those differences are eared and worked through with respect and everyone is involved.
00:04:05.580 --> 00:04:23.209
One of the things that I really noticed as we were venturing out of alert, level four lockdown, and then to level three last year back when New Zealand was starting its transition back to a more normal, was that in clinics where the teams truly rocked.
00:04:23.685 --> 00:04:24.735
Prior to COVID.
00:04:25.035 --> 00:04:26.865
Well, they, those ones just got stronger.
00:04:27.495 --> 00:04:31.334
Everyone rolled up their sleeves and helped each other out.
00:04:32.324 --> 00:04:49.064
But in those clinics where differing personal and clinic values were pulling everyone in opposite directions where all those teams started unraveling at different speeds, some slow three feet by three feet, and others just employ.
00:04:50.040 --> 00:04:53.819
Big time and nothing appears to have changed.
00:04:54.060 --> 00:04:58.319
Now that we're back into a more normal cycle and rhythm of life.
00:04:58.920 --> 00:05:15.509
I'm still hearing about almost mess resignations because employees have just had enough of the bullying, the backstabbing, the inequities, and other values differences that are being allowed to fester when everyone's backs up against the wall.
00:05:15.810 --> 00:05:19.050
That is when aligned values are absolutely correct.
00:05:20.355 --> 00:05:31.095
But when you've only got such a short space of time as in an interview really an hour isn't long when you're interviewing someone because you've got so much to get through.
00:05:31.514 --> 00:05:37.875
So what questions can you ask that help reveal someone's personality, motivations, and values?
00:05:38.444 --> 00:05:46.454
The nuances of interviewing candidates extend well beyond their skills and abilities and into areas of their maturity.
00:05:47.430 --> 00:05:52.740
Culture fit and self-awareness to assess their overall candidate quality.
00:05:53.850 --> 00:05:56.910
You can mitigate some of these questions for fit.
00:05:57.269 --> 00:06:04.589
If you're attracting informed candidates who know and endorse your clinic's brand, what am I talking about?
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Episode 19 was dedicated to helping you improve the ROI on your job.
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Vacancy adversity.
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I'll put links to that on the page of this episode, which is 35 at paws claws, wet noses dot F M.
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If you haven't listened to it yet, I really do recommend you do.
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It's actually one of the most popular episodes.
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What we're going to look at today as job interview questions that help you get insights into someone's personality and their values questions that will help reveal how the candidate will interact with others on your team.
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So presuming that you've got your clinic's employer brand sorted as per episode 19, and you're confidently assured that your applicant has a reasonable understanding of what your clinic stands for.
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These asking questions.
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What you want to know is whether the applicant you're interviewing stands for the same values as your clinic or not.
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The questions here.
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Aren't the only questions to ask, but they're part of a library of questions, Isabella and I are.
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You want to know whether a candidate will mesh or mess with your existing team here at fit staff, Isabella and I have chats with candidates.
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We want to put the candidate at ease as much as possible as we know that nobody likes being interviewed job hunting.
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is already stressful enough.
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So we do a best to take away any hint of our questions being like the Spanish inquisition.
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So let's get down.
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Let's get down to the nitty-gritty of these questions here.
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They are.
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Number one, tell me something about yourself that others may be surprised to know about.
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This question gets someone to think.
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You're not asking them to tell you something that no one knows.
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Just something that others will be surprised to know a question that gives an insight into how someone understands their own life lessons and how they may work or manage other team members.
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Is if there was something in your past, you are able to go back and do differently.
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What would that be?
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And why?
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What about how do they handle conflict?
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Ask them to tell you about a time they had a difficult working relationship with a colleague, ask them about the challenge and the ultimate outcome.
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Maybe they're leaving because the issue was unresolved or they're the type of person who avoids conflict at any cost, including quitting their job.
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Every time it happens.
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Another way to find out how they handle adversity type situations is to ask them about a skill they'll need to have perhaps in debating or finding a vein and ask them what war stories do they have about that skill or what failures have they had around this skill.
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You want to know how they handle life and situations when things don't go according to plan.
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Their own shortcomings and stress.
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You also want to know whether they give up or are always aiming for constant improvement, especially listen out for where blame is cast.
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Do they own it or others always at fault and it's not them.
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Do they have the wherewithal to make sure the era isn't repeated?
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Take another skillset specific to this, their position and ask them to tell you about their biggest success story relating to this skill.
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What you're looking for here is whether their success is solely about them win a war story was because of someone else, are they all about the glory for them?
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And then lay blame on others.
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You always need to ask both sides of the Queens.
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And talking of skillsets, you want to give the candidate an opportunity to share their best technical skills.
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That is you want to hire someone whose strengths match what you're ideally looking for while finding out what their soft skills are.
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For example, you could ask them what is their ideal position and why, what if their ideal position isn't anything like the vacancy?
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They won't last long.
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And then you'll be back trying to fill that exact same vacancy again, believe me, someone is not better than no one.
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The wrong foot can be absolutely disastrous at Christian additional to the, what is your ideal position and why Christian is here's another one for you?
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What are two of the most satisfying accomplishments in your career?
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Tell me about each of them.
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Why ask this question?
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When people are invited to tell a story about what's been important to them in the act of their careers, you get a window into the values.
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What did they value most?
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What emphasis was placed and where did they value the impact that they had?
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Or was it just the value that they, that came with the award or the official rec recognition?
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Neither answer as better or worse than the other.
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But when you hire this person, it gives you an opportunity to see their motivators and their success markers.
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It gives you a way to reward this person, according to what's important to them.
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Of course you want to know what shortcomings, what weaknesses someone has, but surely there's got to be a better way of asking.
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Tell me about your weaknesses, the standard quizzes.
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There is a new place you're listening to this podcast you want.
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Here's what you want to do.
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You want to ask your candidates?
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What is a development area you've had to overcome or are currently working on improving in your career, asking the question this way, it gives you the chance to learn how someone deals with self realization, self actualization, and potentially how they overcome obstacles or.
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When it comes to candidates attitudes, ask, tell me about your favorite and least favorite manager or supervisor.
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What was it about their management style that you liked or didn't like asking that question gives you some fast insight into how the candidate likes to be communicated with and managed as well as some revelations and to overall attitude.
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Immature.
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Tell me about yourself.
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Question as another one of those predictable shorter get asked, job interview questions.
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People can rehearse for those.
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They can practice for those and give you pet answers.
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And instead you could ask, how did you end up in your current?
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This gives you beat a scenes of a candidate's career trajectory, as well as what motivates them.
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How prepared as a candidate for meeting.
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What homework have they done in my humble opinion, you want someone on your team who's made motivated enough to go out of their way to find out a bit about your clinic.
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If they haven't done that, what else?
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Wouldn't they be bothered?
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Doing Harris interview preparedness questions for you to ask.
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And this is number 12 on my list.
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These are the last four.
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What challenges do you see impacting the industry and how do you think these can be overcome?
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What do you know about this clinic?
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What interests you most about this position?
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And finally, what questions do you have for me?
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As you can see, that's quite a list of at a job interview.
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There are a whole bunch more that cover competency.
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When you think about how much is at stake with each new hire the mission or the missing of your current team, your clinic's reputation, which you've worked really hard to build and the actual dollars you're paying it makes sense to treat a job interview as an investment of your time.
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Please don't short change or skimp on time.
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When you interview someone, allow enough time to ask the tough questions.
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And if you don't have the time available, then consider outsourcing this part of the recruitment process.
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A reputable recruitment agency should give you the opportunity to work as a partner with them on different modules of the recruitment process.
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I know here at vet staff, even if you don't want us to work on the full campaign, we're more than happy to support you, where you need us.
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If all you want help with, as the interviews we can do that, we don't have to be involved in the whole recruitment campaign.
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If you've ever hired the wrong person for your team, then it's definitely worth considering hiring an agency to do the interviewing for you recruiting this way means you can start off objectively when it comes time to write up your shortlist of candidates.
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As a deceit here at VIT staff, we're more than happy to work with you on these areas of recruitment, where you don't have the necessary time to commit to get it right.
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Or, you know, something's not your strong suit.
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We can compliment you making sure your next new hire is the best new hire for your.
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Thanks for listening.
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Remember to click the follow wherever you listen to your favorite podcasts, so you never miss out and it will always end up in your feed.
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Also, if you have any topics you'd especially like to hear about, please let me know.
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To give you an idea of what that might look like.
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Just today's show.
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And last week's were special requests.
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One by a clinic owner in the south island of gods zone RTO, RA New Zealand, and who wanted to know what he could do to retain the generation Z leads.
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He roots her hard to recruit at his clinic.
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Today's special request was from a north island mixed clinic practice manager.
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paws, claws and wet noses is sponsored by vet staff.
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If you've never heard of it, staff it's new, Zealand's only full service recruitment agency.
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100% dedicated to the veterinary sector and fit staff has been around since 2015 and works nationwide from Kate ringer to the bluff and everywhere in between as well as helping Kiwis fits.
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Also hubs overseas, qualified veterinarians find work and art hero and New Zealand fit.
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staff.co dot.
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Indeed.