Real Questions To Ask Candidates For In-House Legal

Questions about hypothetical problem-solving won’t tell you much about a candidate’s skills and abilities, says legal recruiter John Gilmore. A strategy called “behavior or behavior-based interviewing” does a better job The technique involves asking questions about actual situations the candidate has had to confront, along with related questions like how it was perceived, what the candidate was thinking, and how it was finally handled. The post includes specific examples of  questions that will get beyond the generic. (E.g. “Tell me about a time when you had a complex problem to solve. What options did you generate?”)