A Few (Somewhat Behavioral) Interview Questions to Ask Quality Professionals

(by Patrick Harris, Business & Technical Project and Product Manager for the Digital Age)

I've had the opportunity to work in a variety of technical focused and business oriented roles in the healthcare and life sciences space.  Whether involved in the trenches of a product or service (or somewhere in between), Human Capital LIfecycle Management is increasingly important and complex.  To provide focused value, let's focus initially on the recruiting aspect of Quality Management Professionals.  Here are five questions I have frequently asked, been asked or might ask in the future.  I provide a little bit of commentary on why I like them.  Feel free to add to the commentary.

1.  In past and current job duties, how important is attention to detail and how do you deal with these intricacies when managing the execution of the bigger job at hand?

I like this sort of question(s) for several reasons (1) obviously details are important to the successful quality professional so if they act like it's not important then this is a red flag - either they are completely in 'management' mode unwilling to get their hands dirty - look for a balance.  (2) The last part I like because it can show insight into a candidates vision, motivation and character.

2.  How do you manage multiple project demands from multiple clients?

I like this question particularly for consulting professionals, especially those that have never worked in a consulting capacity.  I've interviewed several candidates that are so single-tasked focused or used to a more traditional corporate environment where this is OK.  However, I look for candidates that can handle multiple priorities - both business and technical from a variety of (demanding) clients.  When candidates answer this question, look for the logic - if it fits into your methodology its a gauge of motivational fit.

and speaking of motivational fit...

3.  In previous jobs and companies you worked for, is there one you felt you fit in best?  Why?

I bring this question up because from my experience, motivational fit is the hardest to screen for.  However, the better this fit, the more profitable the venture is for both parties.  Everybody on the hiring team needs to be on the same page in terms of the core values of the company and the attributes to match the motivation for employment at your specific company.

4.  In general, what types of projects do you like to work on and can you give me a concrete example of a project you worked that fits this mold?  What was your role in the project?

Although this question might be a little long winded, It is a way to connect a candidates dreams with reality.  If the real-world example project they use is totally different from their ideal project, then they might not really like the reality of the job.

5.  Ideally, how do you like your workday to flow?  At the end of the day, what do you like to accomplish?

Yes - a little open-ended but OK.  These questions or ones like them provide insight  into the preferred work environment of the candidate.  Use this to gauge how well the candidate will perform under the day-to-day operations and logistics of the job.  The last question can help gauge the type of management needed for the candidate.  

A few notes:

• Always, even in times of immediate needs, map out the job requirements and collectively, as a team, understand this mapping.  Have a plan to collectively screen the right candidate.
• STAR -  Situation. Task. Action. Result.  I don't suggest, at least initially, requiring your candidates to answer in this format, but probe and coach to help candidates adhere to this model.  A good interviewee will be trained in adhering responses to this model.  

The entire lifecycle recruiting management of quality professionals is increasingly complex, complicated and competitive.  A repeatable, continuous process is a necessary business implementation.  

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