My thought is, if you’ve been asked to come in for an interview, they already think you’re competent and the interview is just about proving it. One of the best pieces of advice I eve received was “HR WANTS to hire you so the interview shouldn’t be about landing the job, but convincing the recruiter what they already suspect.”
.-= Marian Schembari´s last blog ..Internship Series part 2: The Cool Factor =-.

My thought is, if you’ve been asked to come in for an interview, they already think you’re competent and the interview is just about proving it. One of the best pieces of advice I eve received was “HR WANTS to hire you so the interview shouldn’t be about landing the job, but convincing the recruiter what they already suspect.”
.-= Marian Schembari´s last blog ..Internship Series part 2: The Cool Factor =-.

Your first 2 questions are about competence, thus, I could rephrase them to, “Can they do the job”

The 3rd question, about compatibility, is suggesting that the candidate may or may not be liked by their peers. Thus, I could rephrase it, “Do I like you”, or modified slightly, “will he/she be liked?”.

Finally, the 4th question, about character, is well stated to be about Trust. Is this person who they say they are. Will they be different once they are hired. And the best way to determine if they are trustworthy, is to understand what their true motivations are. Thus, I could restate it as, “What is motivating them?”.

Let me ask you a question to really get at the heart of the matter. Have you ever hired someone who wasn’t the most qualified candidate, but they seemed trustworthy, and a better fit for the organization. If you answer Yes, then it would imply that competence was NOT the deciding factor.

The 3 questions are not pulled out of thin air. For more reading on the matter, I highly recommend a book by an Australian author Michael Spiroplous, not so creatively called “Interview Skills that Win the Job“

Your first 2 questions are about competence, thus, I could rephrase them to, “Can they do the job”

The 3rd question, about compatibility, is suggesting that the candidate may or may not be liked by their peers. Thus, I could rephrase it, “Do I like you”, or modified slightly, “will he/she be liked?”.

Finally, the 4th question, about character, is well stated to be about Trust. Is this person who they say they are. Will they be different once they are hired. And the best way to determine if they are trustworthy, is to understand what their true motivations are. Thus, I could restate it as, “What is motivating them?”.

Let me ask you a question to really get at the heart of the matter. Have you ever hired someone who wasn’t the most qualified candidate, but they seemed trustworthy, and a better fit for the organization. If you answer Yes, then it would imply that competence was NOT the deciding factor.

The 3 questions are not pulled out of thin air. For more reading on the matter, I highly recommend a book by an Australian author Michael Spiroplous, not so creatively called “Interview Skills that Win the Job“

When I am recruiting, all of my interview questions fall into one of those four categories:
1. Can the applicant do the job? (Competence)
2. Will the applicant do the job? (Commitment)
3. Will the applicant be a good fit? (Compatibility)
4. Can I trust the applicant? (Character)

When I am recruiting, all of my interview questions fall into one of those four categories:
1. Can the applicant do the job? (Competence)
2. Will the applicant do the job? (Commitment)
3. Will the applicant be a good fit? (Compatibility)
4. Can I trust the applicant? (Character)