Hiring managers have a big role in checking out candidates and making smart decisions. But it’s not just about asking a bunch of questions and expecting straight-up answers.

You must decode the hidden signals and implications to really understand what the candidate brings to the table and if they fit the job. A few simple questions can help.

“So, what were you hired to do?” This question digs into what the candidate did before and how they can explain it. It shows if they get their job and what they think they brought to their previous workplace. If they can explain it clearly, it means they know themselves and their role.

“Now, what accomplishments make you proud?” This tells us what gets the candidate motivated, how they work hard, and what tasks they love to do. It shows their ambition, goal-setting skills, and how far they go to make a real impact.

We can’t just focus on successes, though.

“What were the low points in your last job?” This question helps us see the bigger picture of their career. Can they admit to challenges and show they learned from them? It tells us if they can bounce back, adapt, and grow. We want candidates who can learn about setbacks in a positive way.

“What will your old colleagues say are your biggest strengths and areas to improve?” This lets us see if they know themselves and are open to feedback. It shows if they can reflect on their performance, work on getting better, and have that growth mindset.

We want candidates who are always trying to improve.

Not all questions work for every role.

Some things, like rating their old team on an A-B-C scale or talking about changes they made, are not suited for individual contributors or those early in their careers. So, pick questions that matter for the job you’re hiring for.

Why did they leave their last job?

With enough probing to follow up, it tells us why they moved on, what they’re looking for in a work environment, and how they handle transitions. Knowing their reasons helps us see if they’ll fit in with our team and if this job is right for them.

So, decoding hiring signals is about going beyond the surface and understanding what’s really going on. It takes some patience and listening skills, but it’s worth it to make the best decisions.

In the end, the hiring process is not just about checking off a list of questions.

It’s about getting a deeper understanding of the candidate and how they will contribute to the team. As a hiring manager, it’s essential to create an environment where candidates feel comfortable and empowered to explain their skills and experiences by telling stories from their past experiences..

Listen actively, and observe non-verbal cues during interviews. Look for qualities such as enthusiasm, passion, and a genuine alignment with the company’s values.

Remember, hiring is a two-way street, and finding the right fit benefits both the candidate and the organization. By decoding the hiring signals effectively, you can make confident decisions that lead to long-term success for everyone involved.