Question

1) What are your thoughts on why these particular questions would be more beneficial in finding the *right* employee over more traditional questions?

2) There is a saying that the person who comes to the interview is not always the person who is hired. In other words, an applicant is on their best behavior, answering questions in a way they feel the interviewer would like, and may not be accurately representing who they really are. How would a leader work to get past that possible facade and learn about how the applicant will really perform in the workplace?

Answer 1

1, Non-traditional questions help to find the right employees for the work as per company culture. Standard questions help find people according to their previous job performance. It discovers candidates' skills and experiences for the company goals.
2, Make sure you use adequate time and effort in the selection process. check candidate sense of humor and determine the candidate for company goal. evaluate reference by employees' interaction with present coworkers. their past performance shows the quality and character you looking for. use open-ended questions for their position. use additional measures to help to find the candidate's sense. encourage the candidate to ask any questions and allow them to spend time with the team, make conversation with them and make small hands-on work with them during the interview. Ask their negative point and ensure your expectations with them. Trust your hiring decision and make the best choices for your instinct.