Culture and Creativity

Interview Questions That Get Candidates to Open Up

Our unique culture at GL group drives our business success. Because of that, we take our screening and interview process seriously – we are screening candidates for a culture fit from the moment they submit their resume for an open position.

We’ve found that one of the best ways to screen candidates is to ask questions that allow them to showcase their skills and let their personality shine. Overall we’re looking for candidates to show us that they want to work for GL group. We want to know that the job description speaks to them and not only do they have experience, but also that our culture, the things they’ve seen about GL group online, and our core values, appeal to them.

Potential employees begin the interview process with a phone screening. During the phone interview, we try to discover why the candidate is job hunting and why they are interviewing with us. We ask:

  • Why are you looking for a new job?
  • Why do you want to apply for this position?
  • What appeals to you about working at GL group?

  • What experience do you have that makes you a great candidate for this role?

We’re looking for answers that show us what makes the candidate unique and why they think they’re a good fit for both the position and for GL group. We want to know that they’ve done their homework on GL group and that they have a basic understanding of what it means to be an employee here.

After the phone screening, a qualified candidate moves to a culture interview with our human resources department. During the culture interview we ask more general questions such as:

  • How do you work with a team and help team members through challenging situations?

  • Where do you see yourself in 3-5 years?

  • What do you want to accomplish in your career?

  • Describe the work environment in which you are most productive and happy.

  • What are the characteristics exhibited by the best boss you’ve ever had?

  • How would your coworkers describe your work style and contributions in your former job?

  • Describe the role that you are most likely to play when working on a team.

  • Tell us about a decision you made that was based primarily on customer needs and input.

We want to discover what a candidate excels at and what their plans are for the future. This tells us where they’re headed – and why. For example, some candidates will say they’d like to be in leadership or become a manager. We want to make sure it’s for the right reasons – because they want to help their team and see the company succeed.

After the culture interview a candidate will move on to a skills interview with our hiring managers. During this interview we want to hear about a candidate’s experience and how their previous experience aligns with the job description. We will ask:

  • Where do you excel professionally?

  • Where do you need to grow?

  • When you’ve received feedback about areas in which you might be able to improve, what have you done to make changes and improvements?

If a candidate thinks they’re really good at something, we want to know why. We’ll ask for examples to support what they’re saying.  It is here a candidate can make or break an interview. We love it when candidates are prepared to humbly boast – we want them to showcase their skills with good, well-thought out answers. Our favorite question of all is to ask a candidate, what is a proud moment in your professional past? This gives the candidate a chance to talk about themselves and brag a bit without feeling silly – because we’ve asked them to talk about themselves and their achievements!

After the skills interview, our leadership team will make a final decision. In between the culture interview and the skills interview, we ask them to complete an assessment that we use for benchmarking purposes. If hired, we use this tool for continued professional development.

Our interview process might be a bit more involved than standard interview processes, but our commitment to our culture drives the way we search for top new talent.  This helps ensure we choose the best candidates to become our co-workers!


Author: Jen Patterson