Getting to truly know a candidate during an interview can be a daunting process.   Hiring as a whole can set a business back or move it forward just by making the best hires. People are your most valuable asset, and working to find, hire and retain the best people to meet your needs takes true commitment. Interviews are more than a get to know you process, they are a process to better understand work ethic, skills and how specific candidates may or may not fit in a company’s culture.

We’ve outlined four questions you should be asking in an interview to fully gain an understanding of each candidate for hire.

Question: Describe your ideal work environment.

This question tells you a candidate’s ideal company culture. If it doesn’t fit your client’s, it’s time to move on to the next person. Some candidates may be looking for a small office environment, while others a corporate setting. Each of these varies significantly, understanding what style of office environment candidates find ideal will develop retention patterns.

Question: What style culture or environment in which you would not be happy?

Perhaps your candidate knows they don’t have time to burn the midnight oil in a startup, or maybe they can’t stand political driven environments. This question will help you determine what the candidate doesn’t want – more often than not, people will know what they don’t want, rather than what they do want. Piece the don’ts together to paint a better picture of what could work for each candidate.

Question: Give an example of one time you messed up at work, how you corrected it, and what was learned for moving forward.

Want to have a strong understanding of a candidate's honesty and integrity? – Ask them how they messed up and how it helped to build a stronger future for them. Everyone can easily talk about all the good they do, a real leader will be able to address mistakes.

Question: What would make this job successful to you?

It might be a salary or title, the opportunity to travel, or the ability to have a flexible work schedule. The way a candidate defines success will tell what company culture and style is the best fit.