Weed out bad job candidates with these four simple questions

It's hard to learn everything you need to know about someone during the interview process, but there are some questions that you can use to help you weed out bad job candidates.

Interview questions should unveil an individual's enthusiasm, responsibility and initiative to get things done. Questioning candidates in order to learn more about their skills isn't always the right approach. Most likely, the candidates you invite to interview will already be well qualified and intelligent, especially in the finance industry. Instead, it is important to figure out how the interviewee will fit into the company as a person, instead of just as a worker. When speaking with the individual, look for him or her to describe prior achievements that portray their strengths and show how the person has overcome obstacles in the past. 

"There are a few questions you can ask in order to pull out the answers you'll need to determine if someone is a bad candidate, or someone worth hiring."

There are a few questions you can ask in order to pull out the answers you'll need to determine if someone is a bad candidate, or someone worth hiring. Check some of them out below:

1. What interests you about this position?
When you ask this question, look for the individual to speak to why he or she cares about the company, and if they display an understanding of the company. If the candidate is unable to provide an answer using details, or shows little comprehension of the minutiae of the position, it could be evident of lack of passion for the job. Anyone who spits back a generic rundown of why the company is great and why the position interests them may not be the right person to hire. Look for someone who is truly interested in hedge fund jobs or accounting positions – someone who really cares for their work.

2. Can you speak about a past situation in which you had to work with a difficult coworker? 
A good job candidate will be able to carry him or herself with a degree of professionalism when dealing with a troublesome coworker – a bad one will not. You don't need to find someone who likes everyone, you just need to find a person who can deal with everyone without cracking. If the interviewee begins to shift blame, or indicates an inability to work with difficult peers when describing past situations, he or she probably won't fit well in your team. 

3. Do you have any questions about the position or the company?
This question will let you know a few things. It will show how interested the candidate is in the job, it will display an ability to think up questions on the go and the initiative to prepare for a meeting. Look for gripping questions that make you really think – these sort of questions will come from someone who really cares. Look for someone who wants to learn more about the company, its competitors and the industry. 

4. If a coworker doesn't complete his or her responsibilities, how do you pick up the slack?
This question will help you decide how committed to the job an individual will be. A good employee will take over the task and make it his or her own, completing it for the betterment of the company. Someone who won't make a good employee would likely do something more like write down the details of the task and pass it on to someone else. A person who takes the initiative is someone that you'll want on your team, while someone who passes it on is someone that you should pass over. 

These four questions should prove very helpful when you're trying to weed out the bad job candidates. Look for answers that display passion for the industry and a commitment to moving the company closer to its goals.