Using Success-Predicting Interview Questions to Identify High Performers

Why Success-Predicting Questions Matter

Asking success-predicting questions helps interviewers move beyond gut feelings and instead base hiring decisions on solid indicators of potential success. Without these questions, the interviewer risks hiring someone based on how comfortable the candidate makes them feel, rather than the candidate’s suitability for the role. This approach reduces guesswork and provides data-driven insights, ultimately leading to better hiring outcomes.

One common mistake is relying on brainteaser questions, like “Why are manhole covers round?” or “How many birdhouses are there in San Francisco?” While they may sound impressive, studies have shown that these questions don’t correlate with success. Effective interview questions should instead focus on understanding the candidate’s motivations, work history, and achievements in a way that directly relates to the role.

Exploring Motivations and Work History

To predict a candidate’s success, it’s essential to understand their reasons for joining previous roles. Asking, “What led you to join your last company?” allows the interviewer to gain insight into what was important to the candidate. By examining why they accepted past positions, hiring managers can uncover whether they were driven by money, growth opportunities, or the chance for new challenges.

If a candidate consistently took new roles for growth and challenges, they are likely to be a high performer. However, if the motivation was primarily financial, they may lack the intrinsic drive needed for long-term success. Observing these patterns helps identify candidates who will align with the role and the company’s values.

It’s equally important to understand if a candidate’s goals align with what the company can offer. If a candidate’s aspirations cannot be met within the organization, the relationship is unlikely to last. They may stay for six months to a year, but will likely leave once they realize their goals are unattainable. Recognizing this early can save time and allow the hiring process to focus on those who have long-term potential.

Assessing Accountability and Performance

Another critical area of exploration is a candidate’s work history, particularly in terms of their reasons for leaving previous roles. Instead of asking, “Why did you leave?” consider phrasing it as, “What led to your decision to leave your job?” This phrasing allows candidates to expand on their reasons, providing insight into whether they left due to personal failure, termination, dissatisfaction, or the desire for greater challenges.

If a candidate has a history of terminations or layoffs, it may indicate a pattern of instability that could continue if they are hired. Additionally, it’s valuable to ask, “What were you hired to do?” This question reveals the specific responsibilities the candidate was expected to fulfill. If they failed to meet these goals and attribute their lack of success to external factors like poor management or insufficient resources, it can indicate a lack of accountability.

High performers take ownership of their failures, acknowledging their shortcomings without deflecting blame. This sense of responsibility is a core trait of successful employees. If a candidate consistently blames external circumstances for their challenges, it could signal that they are less likely to thrive in a role that requires personal accountability.

Identifying High Performers and Ensuring Cultural Fit

In addition to assessing past responsibilities, asking about accomplishments provides insight into whether a candidate is driven to achieve. Questions like, “What were your biggest accomplishments in your last job, and how did you achieve them?” help determine if the candidate has a track record of delivering results. High performers will describe specific achievements that demonstrate resilience and a proactive approach. If their accomplishments lack depth or fail to impress, they may be less driven and less likely to contribute significantly to your team.

Another key question is, “What impact have you made on the company while working in that position?” This question allows candidates to describe how they contributed to their organization’s success. Candidates who have made a measurable difference, such as improving processes, increasing sales, or leading projects, are likely to bring similar value to a new role. Conversely, if they cannot identify how they moved the needle, they may lack the qualities needed to make a significant impact.

Ensuring a cultural fit is also essential for long-term success. Asking, “What were you most passionate about at your last company, and what did you enjoy the least?” reveals both what the candidate values and what they might want to avoid. Ideally, most of the role should align with tasks they are passionate about. If the role includes a significant amount of duties they dislike, the candidate may not remain engaged for long. Aligning the role with their interests ensures they will be happier and more productive in the position.

It’s advisable to ensure at least 90% of the role aligns with the candidate’s passions. This helps maintain their engagement and enthusiasm, as roles that don’t align with a candidate’s interests are likely to result in disengagement, poor performance, or even early departure.

Evaluating Growth Mindset and Candidate Initiative

High performers are not only accountable for their past but also proactive about their future development. Asking, “What three skills are you working on right now to develop?” helps identify candidates who are committed to self-improvement. High performers will be able to list specific skills they are actively developing, showcasing a growth mindset and a desire to push themselves. Candidates who struggle to answer or show hesitation are less likely to succeed in a role that demands continuous improvement and adaptability.

An open-ended question like, “What question haven’t I asked you that you would have liked me to have asked?” provides candidates with the opportunity to highlight something important to them that hasn’t been covered. This question allows candidates to share additional insights, offering a more comprehensive view of their values and priorities. If their response is impressive and adds new dimensions to the conversation, it may indicate a high performer who is thoughtful and eager to contribute. A lackluster response, on the other hand, may indicate a candidate who lacks enthusiasm or self-awareness.

Ultimately, candidates who cannot demonstrate qualities of a high performer are unlikely to help the company achieve its goals. It’s essential to let go of candidates who seem disengaged or unable to provide compelling responses, as they may not have the drive necessary for growth. Focusing on candidates who exhibit strong potential and alignment with the company’s vision is key to building a team that will excel and drive the business forward.

By using success-predicting interview questions, interviewers can improve their chances of identifying candidates who are not only qualified but also motivated and aligned with the company’s goals. This approach enhances the hiring process, making it easier to find high performers who will contribute to long-term success.