- Employers aren't just looking for technical skills in new hires. Soft skills, like your ability to negotiate and build morale, are becoming increasingly important.
- Business Insider compiled a list of personality-testing questions you should expect from hiring managers.
- Edward Fleischman, founder and CEO of Execu Search, told Business Insider that companies are more likely to hire candidates who are better cultural fits, even if they have less experience than their competition.
- Employers are also looking for someone with a growth mindset, said Traci Wilk, a former HR executive at Starbucks.
- Click here for more BI Prime stories.
Employers today aren't just looking for candidates with the right set of technical skills and years of experience. They also want to hire employees who have something unique to offer — like a great personality or a strong set of people skills.
"In fact, if they find a candidate who has less experience than their competition, but has stronger growth potential and seems to be a better cultural fit, the employer may feel encouraged to hire that person," said Edward Fleischman, founder and CEO of Execu Search, a full-service recruitment and staffing firm.
In an effort to find new hires that are great cultural fits, employers are putting more emphasis on soft skills — your ability to negotiate, build morale, and maintain business relationships.
Hiring managers are getting creative with their questions to determine whether a candidate possesses these skills.
Business Insider talked to executives about the personality questions a hiring managers ask. Here's what to expect and how to answer.
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What was the last new task or skill you learned, and how did you go about it?
Your employers will ask this question to evaluate how you view your own professional development, Fleischman said.
In other words, they're looking for evidence of a growth mindset.
Traci Wilk, senior vice president of people at The Learning Experience and former HR executive at Starbucks, told Business Insider that she often asks candidates how they overcome challenges and learn from mistakes.
"Is this someone that's going to come into the organization certainly with best practices, but also willing to be flexible, willing to be innovative? That's really the main thing that I'm assessing when I'm meeting with a candidate," she said.
Fleischman recommended answering with details on how you learn new skills. Emphasize that you're curious and continually learning new things about your profession.
Tell me about a time when you did more than what was required on the job.
Your interviewer wants to know you're committed. Companies want to hire employees who are willing to take on a heavier workload if needed. If you show that you're open to more responsibilities, you might earn a promotion in the long term.
"Give an example of a time where you went above and beyond the call of duty," said Fleischman. "This will also help show that you care about the quality of your work."
If your best friend was sitting here, what would they say is the best part of being your friend?
Even if you meet the basic qualifications and check all the boxes, likeability still trumps all.
Dandan Zhu, long-time headhunter and owner of DG Recruit, wrote in a Business Insider post that an applicant's success is "usually dictated more by one's ability to influence, actively listen and respond appropriately, their level of social etiquette, and their general level of acceptedness by their peers and superiors."
This personality question pushes a candidate to self-reflect and be honest.
"Learning about what makes an applicant a good friend allows employers to get a better feel for whether or not they would fit in with the company culture," Fleischman said.
How would you change the way you approach challenges?
This question puts candidates on the spot, and allows hiring managers to evaluate their self-awareness and ability to admit there are some aspects of their professional life they would like to improve, Fleischman said.
Be prepared to talk about your weaknesses and areas that you need to work on. Respond by avoiding general statements and turn the conversation into skills needed for the position.
What is your spirit animal and why?
Stormy Simon, former president of Overstock, told Business Insider that this is one of her favorite questions to ask candidates.
"One time an interviewee said they identified with a red panda because everyone thinks they are so cute and approachable, but it turns out they're just really lazy," she said. "We hired the candidate anyway despite that answer, but we parted ways within three weeks. It just goes to show how important the question is."
Hiring managers want to see how quickly you can think on your feet while maintaining some degree of creativity. Don't be afraid to think outside the box.
How would your last supervisor describe you in three words?
The best candidates know who they are. You should have a clear vision on what you bring to the table that others can't. It gives your employer a glimpse into how you view your professional value, Fleischman said.
Dara Richardson-Heron, former CEO of women's organization YWCA and current chief engagement officer for the National Institutes of Health "All of Us" Research Program, told The New York Times that she always ask interviewees this question to see how they package themselves.
What drives you in your professional and personal life?
This question not only reveals what motivates you, but it also determines your cultural fit, and whether your goals align with your boss.
"By developing a better understanding of a job seeker's [personal and professional life] and by learning what drives them personally, an employer can get a better grasp of the type of personality they'd be bringing to the company," Fleischman said.
Jacquelyn Smith contributed to an earlier version of this post.
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