How To Be Sure You’re Hiring Team Players

4 minute read

It’s so much easier to find better job offers thanks to the internet. The same goes for new workers and companies. But, how do you trust what’s written on a CV?  In a world of emerging alternatives to the CV, it does not guarantee how someone will behave under pressure or how experienced they really are.

This can be a daily problem for some recruiters. Different candidates have different life goals, insecurities, and fears. However, there are still some ways to makes sure you find the right fit, regardless of what you do.

How To Be Sure You’re Hiring Team Players

Ask the right question

Some candidates can get flustered during the pressure of an interview. One idea is to set up a Q&A session with each candidate and ask them with appropriate questions:

  • Ask about their greatest challenge in life so far.
  • Ask your candidate what their biggest fear is and how this job will help them overcome it.
  • Ask them to list three strengths and weaknesses for themselves in front of you.
  • Ask them about their greatest achievement in life.
  • Ask if they were engaged in volunteering or any charity sector and how did this experience influence on them.
  • Finally, ask them why they are here and what they hope to accomplish in your company.


Have they volunteered?

Volunteering can be an important part of a career path in the charity sector, it can also be a great way of ensuring someone is a team player. So, you might want to check on their volunteering experience. You can improvise with the questions in this part of the interview because anything you ask will resonate within the candidate. They may act uncomfortably if their volunteering experience is not entirely truthful, maybe even smile of happiness that you asked about it, which has got to be a good sign! Volunteering is essential to teamwork because it involves voluntary, socially acceptable work, free of charge.

  • If your candidate did volunteer in their life, where did they do it, and what were they doing?
  • How long did their volunteering last for?
  • Were some or all of the expenses covered or did the candidate have to cover it themselves?
  • Finally, did they volunteer as a part of a team or did they do so individually (as someone doing content writing or graphic design for example)


Case studies

Your company is bound to have a rich history of exciting projects and looming deadlines. Use this opportunity to ask your candidates to solve those kinds of situations to the best of their knowledge. You can do these exercises in teams, but it’s much easier to see the results on an individual basis.

Give them about an hour’s worth of time and don’t answer any additional questions they might have – giving them a way out isn’t going to push them to their limit. While this might seems a little unfair, it is a great way for a candidate to demonstrate patience.

How To Be Sure You’re Hiring Team Players

Group workshops

Speaking of teamwork, you can organise group workshops in case you have a lot of candidates to go through. You can get some writing help if you need to adjust your job opening to accommodate for group workshops and use that opportunity to formulate some problem-solving exercises.

These exercises can be anything that is remotely connected to teamwork – from building an object out of scraps of paper, to playing team board games or doing writing exercises on certain topics. It’s up to you to come up with interesting games that cater to your company culture.


Feedback oriented

People can sometimes take criticism a little close to heart – this is exactly what you should be careful of when conducting your follow-ups. You’ll want to find candidates who are open to constructive criticism and self-development.

Come up with a few activities or questions which allow potential candidates to demonstrate their willingness to learn and develop with your company.


Common instead of personal

The best way to see if someone works well with others is to ask big questions. How can they influence the company or how they can change the company in the next five years?

These questions are meant to differentiate candidates who use “I” from those who say “we”. This is a small, crucial difference between team players and individuals, no matter if you are a large international company or a local charity.


So what should you take away?

Take as much time as you need during the interview process. The more pressure you apply, the more you will see their true colours, but remain professional and always understand that an interview can be a stressful situation. Don’t be shy of conducting exactly the kind of screening your company reputation and vision deserve. Candidates that are meant to be with you will find their way.

Angela Baker

Angela Baker is experienced specialist who is currently working as a freelance writer and trying to improve herself in the blogging career. She is always seeking to discover new ways for personal and professional growth and is convinced that it’s always important to broaden horizons. That`s why Angela develops and improves her skills throughout the writing process to help and inspire people.

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