Once you have a good understanding of the criteria and how it relates to the job, you are ready to start asking the right kind of interview questions about teamwork to uncover the candidate’s talents.
Planned behavior questions are going to be an important part of your interview process. You’ll want to ask the same basic set of questions of each applicant so you have a frame of reference when comparing all the applicant’s responses. Keep the planned questions simple to understand, and be prepared to follow up the responses.
Let’s look at a few examples of questions you could use. The goal with these questions is to get a clear picture of how the applicant behaved in previous work situations related to teams. The questions are designed to uncover as much past behavior in comparable situations. Past behavior has a strong tendency to predict future behavior. Therefore, you want to ask questions based on previous team-related experiences.
"What was the toughest decision you had to make on your last team?"
"What was the best decision you made on your last team?"
"What did you enjoy most about working in a team?"
"Tell me about some situations where team unity was important to the success of a project."
"What do you do when a team member isn’t performing to expectations?"
"Tell me about a time when you observed a team member struggling with their work. What did you do?"
"How important is it to build relationships with your team members? What are some examples of how you achieved this?"
"What are some examples of when you assisted a team member who was unable to complete their work on time?"
Now, with each of these kinds of questions, you obviously leave yourself open to almost any type of response, which is okay. Some responses will be pretty detailed and useful, while others will be vague and irrelevant. More often than not, it’s the use of carefully crafted follow-up questions that will dictate the level of success you have in gauging the applicant’s level of teamwork experience.