Trying to gauge a person’s character solely from a job interview is not the easiest thing to do. But hiring managers have some resources at their disposal to help assess what kind of worker a job candidate will be.
One of the most important character traits employers want is reliability. It is essential. Companies need to know if the person will be able to meet deadlines, to get the things done and help others when needed.
There are several ways to get some sense of a person’s reliability. One way is through questioning during the interview. Another way is to look at the person’s job history. Checking references is also a good way to evaluate reliability.
Here are some questions to assess reliability.
- Why do you want to work here?
The purpose of this question is to get a feel for the candidate’s passion and commitment for the job; how badly they want it. How much enthusiasm do they show in talking about the position, and how eager are they to do the work?
If it seems like the candidate is just looking for a paycheck, it does not mean the person is unreliable, but there is room for doubt.
- Where do you want to be in five years?
This question is meant to gauge a person’s ambition, commitment and perseverance. If they talk about moving up the ladder, learning new skills and taking on more responsibility, they are more likely to be reliable than someone with less ambition.
- What is your idea of a great workplace?
The intent of this question is to get some idea of the candidate’s fit with the company culture. If the person is a good fit with the company, they are more likely to enjoy working there, to be more engaged and more reliable.
Work History and References
If the person has no gaps in their work history and has consistently progressed to jobs with greater responsibility, it is a sign they are reliable. References should also be able to provide information about a candidate’s reliability in previous jobs.
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