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STAFFING
9 What motivates you most?
This starts the wrap-up portion of the interview. There are various answers that work here, depending on where candidates are in
their life journeys. The motivations of a single, 22-year-old guy is going to be different than a 60-year-old woman who's on the doorstep of retirement — and there's nothing wrong with what drives either. File away what motivates employees because that information will prove invaluable when it comes time to reward jobs well done. Maybe a big baseball fan would appreciate 2 tickets to root on the local 9 instead of a gift card to a local restaurant. You'll make deep connections with employees by rewarding them with their passions, which will eventually help build a team of dedicated workers.
10 How should I manage you?
You want to learn what you can do to help candidates reach their potential. Those who say they work best when left alone probably won't take your management well. Candidates will hopefully say they want to be treated fairly and with respect, and they'll do the same for you. With this question, you're really looking for land mines, such as a dislike for micromanagers. Well, guess what? If things aren't going well, every manager is going to micromanage.
Ken Diebner (ken@careercoaching catalyst.com) is the founder of Career Coaching Catalyst in Bellevue, Wash.
