Hiring managers, have you ever found yourself in an interview feeling like you’re just skimming the surface? In the quest to uncover the true potential of candidates, especially in the nonprofit sector, the key lies in asking the right questions – and then asking some more. Let’s dive into the concept of “Five Why’s Deep,” a strategy that we use as executive search experts at DRG to encourage deeper, more probing questions to truly understand a candidate’s behavior, motivations, and fit.
The Power of ‘Why’
The ‘Five Why’s’ technique is rooted in the practice of asking ‘Why’ five times to explore the cause-and-effect relationships underlying a particular problem. In interviews, this method can be transformed to peel back the layers of a candidate’s experiences and thought processes. It’s not just about what they’ve done, but why they did it, how they approached it, and what they learned.
1. Start with the Surface
Begin with a behavioral question that probes into a specific experience or challenge the candidate faced. For example, “Can you tell me about a time you led a project under tight deadlines?”
2. Dive One Layer Deeper
After their initial response, ask your first ‘Why.’ “Why did you choose this approach?” This encourages the candidate to reflect on their decision-making process.
3. Explore the Underlying Reasons
Next, go deeper. “Why was that particular deadline challenging?” This question aims to uncover more about the context and the candidate’s ability to handle pressure.
4. Understand the Impact
Your fourth question might be, “Why do you think your role was vital to the project’s success?” This helps you understand their self-perception and the value they bring to a team.
5. Reflect on Learning and Growth
Finally, delve into their learning curve. “Why do you think this experience was important for your professional development?” This reveals their capacity for self-reflection and growth.
Benefits of Going Five Why’s Deep
- Uncover True Competencies: This method helps in assessing not just the what, but the how and why of a candidate’s past actions, giving insights into their problem-solving and critical thinking skills.
- Evaluate Cultural Fit: Understanding a candidate’s motivations and reactions in various situations provides a glimpse into how they might align with your organization’s values and culture.
- Encourage Self-Reflection: Candidates who can thoughtfully answer deep probing questions demonstrate a level of self-awareness and introspection that is invaluable in leadership roles.
- Build a Connection: This conversational deep-dive can help establish a stronger rapport and a more open dialogue with candidates.
Caution: Balance is Key
While ‘Five Why’s Deep’ is a powerful tool, it’s important to use it judiciously. The goal is to encourage openness and understanding, not to make the candidate feel like they’re undergoing an interrogation. Balance deep probing with empathy and active listening.
At DRG, our goal is to help you find candidates who are not just qualified but are the right fit for your organization’s unique situation. The ‘Five Why’s Deep’ approach is more than just a technique; it’s a pathway to understanding the very core of a candidate’s professional persona. It’s about getting to the heart of who they are, what drives them, and how they can contribute to and grow with your organization.
