It can be difficult to understand a candidate based solely on their resume. To see the big picture, you need to ask questions that invite them to share more about how they operate and what they’ve learned from past experiences. Interview questions can help you better understand each candidate, but it’s important to adapt the questions to fit each candidate’s personality, in order to get the best results.
At Crystal, we use a framework called DISC to better understand individual personalities. DISC classifies personalities into a few quadrants that we refer to as D (dominance), I (influence), S (steadiness), and C (conscientiousness), which can be seen on our Personality Map below.
By categorizing personalities in this way, we can communicate with others in a way that helps us better understand their strengths and blind spots. For example, someone who is a supportive, people-oriented S-type may have a difficult time addressing conflict. On the other hand, an assertive, confident D-type may be too comfortable when facing disagreements, which can lead to increased tension. By understanding the personality of the person you are interviewing, you can adapt your questions to fit their personality, which will help you get the information and insight you need to find the best person for each position.
A quick way to understand someone’s personality type is by identifying what quadrant of the Personality Map their personality is in. Here’s a good way to think about the personality map:
Those on the top portion of the Personality Map, D- and I-types, tend to prefer fast-paced, quick conversations, while those on the bottom, S- and C-types, often prefer to build trust over the course of a longer discussion.
Those on the left side of the Map, D- and C-types, tend to be more formal and straightforward, while personalities on the right side, I- and S-types, are more likely to be casual, empathetic, and conversational.
To help identify what quadrant someone’s personality may be in, you just need to ask them two simple questions:
D-types will likely answer “formal” and “big-picture-orientated”.
I-types will likely answer “casual” and “big-picture-orientated”.
S-types will likely answer “casual” and “detail-orientated”.
C-types will likely answer “formal” and “detail-orientated”.
Once you’re able to identify each person’s type, you’ll be able to choose questions that relate most to their personality.
When you’re getting to know a candidate while assessing their fit for a position, it’s important to highlight their strengths, challenge their blind spots, and discuss their motivations. Try to pick one behavioral interview question that addresses each of these areas to get a better grasp of how each candidate has handled past situations.
D-types tend to be determined and self-sufficient. They may have a tendency to be overly assertive or critical, at times, but are skilled at setting and achieving goals. They tend to be most motivated by personal and professional accomplishments.
Confident, ambitious D-types should likely be asked questions that give them a chance to show off their productivity and efficiency skills, consider how they may handle sensitive situations, and discuss their career experience and goals. Here are a few personality questions to ask:
What is a good answer to this interview question?
A good answer will show the candidate's ability to take action, problem-solve, and work independently.
Red flag
If a candidate is unable to describe a time to fit this scenario, it could indicate that they are unable to take initiative, and may struggle with independent work.
What is a good answer to this question?
A good answer will show a candidate's ability to hold themselves and their actions accountable. Being able to take a step back and realize they could have handled things better, shows that they are able to admit when they are wrong and grow from the experience.
Red flag
If a candidate is unable to find any faults in the way they've previously handled an issue, it may indicate that they aren't able to admit when they are wrong, which could lead to conflict or tension in the workplace.
What is a good answer to this question?
A good answer will show off a candidate's achievements, as well as what motivates them to do their best work.
Red flag
If a candidate is unable to describe an achievement, they may not have a hard work ethic, place value on success, or simply do not have enough professional experience quite yet.
I-types are often innovative, out-of-the-box thinkers who are skilled at coming up with new ideas. They may have a difficult time focusing on a very detailed task or communicating solely through writing, as they tend to be most motivated by work that allows them to be imaginative and build relationships with others.
It’s important to ask energetic, creative I-types questions that invite them to discuss their creativity, challenge them to share about needing to communicate differently, and encourage them to express their passions. Examples include:
What is a good answer to this question?
A good answer will highlight a candidate's ability to problem solve, work under pressure, and be innovative.
Red flag
If a candidate is unable to answer this question, it may indicate that they'll struggle when faced with contrast or issues within the role.
What is a good answer to this question?
A good answer will showcase a candidate's literacy and ability to communicate efficiently.
Red Flag
If a candidate is unable to answer this question, it may indicate a lack of clarity or effectiveness in their written communication.
What is a good answer to this question?
A good answer will show a candidate's ability to innovate and will demonstrate whether they enjoy working creatively and freely.
Red flag
If a candidate is unable to answer this question, it may indicate that they have trouble thinking outside the box and may struggle when asked to be creative.
S-types tend to be naturally skilled at patiently working through a problem and maintaining their composure. They may have a difficult time discussing personal conflict with those around them, but they are likely to respond well if others can work through an interpersonal issue in a warm, empathetic way. They tend to be most motivated by the appreciation and loyalty shown by those around them.
Ask supportive, empathetic S-types questions that allow them to demonstrate their patience, challenge them to discuss conflict, and motivate them to reflect on a time they felt valued. Their answers will give you a chance to better understand their strengths and blind spots. Ask them questions like:
What is a good answer to this question?
A good answer will demonstrate a candidate's ability to be empathetic and patient when placed in less-than-ideal scenarios.
Red flag
If a candidate is unable to answer this question, it may indicate that they do not have experience dealing with difficult communication scenarios.
What is a good answer to this question?
A good answer will highlight a candidate's ability to work well with others, their communication skills, and their ability to be a team player.
Red flag
If a candidate is unable to answer this question, it may indicate that they don't have experience handling conflict or addressing problems with coworkers.
What is a good answer to this question?
A good answer will show how a candidate receives praise, and how they are motivated in the workplace.
Red flag
If a candidate is unable to answer this question, they may be lacking professional experience or experience receiving praise.
C-types are likely to be skilled at building strong, effective processes to make things run more smoothly. They may not respond well to change since they prefer working in a consistent and stable environment. They tend to be motivated by working independently and taking their time to make the most well-thought-out decisions.
Rational, reserved C-types should be asked questions that allow them to discuss their natural attention to order and detail, challenge them to discuss their reaction to change, and encourage them to share more about what motivates them at work. Examples include:
What is a good answer to this question?
A good answer will show how well they are able to build and follow routines, and give directions.
Red flag
If a candidate is unable to answer this question, it may indicate that the candidate does not have experience establishing such guidelines and may struggle when put in an authority role.
What is a good answer to this question?
A good answer will demonstrate a candidate's flexibility and ability to adapt in the workplace.
Red flag
If a candidate is unable to answer this question, it may indicate that they will struggle when faced with a change in the future.
What is a good answer to this question?
A good answer will demonstrate a candidate's patience, attention to detail, and ability to follow through.
Red flag
If a candidate is unable to answer this question, it may indicate that they may have a tendency to rush through projects or lack attention to the finer details.
While common interview questions may offer some insights, it is generally a good idea to choose questions designed to highlight certain personality traits necessary to the role or questions that reveal a candidate's past behaviors. As hiring managers collect more data about the candidate, their evaluations will be more accurate and lessen the risk of a bad hire. It is important to use personality questions as a supplemental resource to hard skills, communication skills, and body language during an interview. A study recommends using a psychometric assessment to measure candidates' personalities and then using a structured interview to verify and expand on those personality ratings.
As a job seeker answering job interview questions for personality fit, be sure to follow these tips to help you better communicate with hiring managers or recruiters.
While there are no wrong answers, it is crucial to use only honest answers. You don't want to start off as a new employee based on a lie. When employers ask about something unfortunate or unflattering, demonstrate self-awareness by answering honestly and providing them with specific answers that will highlight your positive attributes and growth.
When employers ask for your to provide an example of a time where you failed or an obstacle you overcame, they want to see that you are able to learn from your mistakes and not easily give up. If sharing a struggle, be sure to emphasize what you did to overcome it and what you learned from the experience. Employers want to know that you can confidently rise above any struggles and contribute to the company's culture and success.
Provide stories of experience that are personal and professional. Interviewers want to learn about your abilities to problem solve and how you are using your skills. It's generally a good idea to think about what makes you unique, your previous achievements, and what challenges you have overcome before interviewing for a new job.
By asking the right behavioral interview questions, you can ensure answers that will offer insight into each candidate’s natural strengths, blindspots, and motivators, all of which are important when choosing the right person for the job.
To quickly identify a candidate’s personality (and see plenty of insights that can help you in the interview process), check out Crystal, which uses AI and machine learning to accurately predict anyone’s personality through their online footprint.
Try it out for free today!