Now that you know the Best Places to Work in Baton Rouge, how do you get hired there? We spoke with top hiring managers at the companies on the list and asked them to share their favorite hiring questions to get you a jump-start on the interview.
Have you ever been in a car accident?
I know this question may seem a little odd, but many of the people we represent have been injured in a car accident. I find that if team members can relate to our clients and show empathy for what they’re going through, it helps us deliver world-class customer service.
Operations Assistant, Dudley Debosier Injury Lawyers
Share your best customer buying experience.
Does the candidate understand the importance of excellent customer service, and can they implement this into our business?
CEO, Level Homes
What have you done to show your co-workers you care about them?
Employers should focus on questions that reveal behavior and character. They should go above and beyond the skills for meeting the job requirements. That’s how you know your hire will mesh well with your team or company. Questions like this help you assess how prospective hires see themselves in relationship to other people and specific circumstances. You can use this question to spot the difference between people who are active, engaged problem-solvers and people who are passive and disengaged.
You can also be attentive to more than just the content of the answer, and focus on how they tell the story. Factors such as the way they describe themselves and the details they choose as relevant are a great indicator of how they might perform and what will matter to them if you hire them.
HR Generalist, Baton Rouge Telco Federal Credit Union
Tell me about the best manager you’ve ever had.
The answer to this question indicates the candidate’s preferred management style. Some candidates favor a manager who is very involved while others prefer a more hands-off approach. This information often gives insight to the candidate’s communication skills and work style.
HR Manager, Lipsey’s
If you ran a company, what areas would you change and why?
With this question, the interviewer may determine if the candidate is a visionary or a task-oriented person. Not all team members can be visionaries nor can they all be task-oriented. Organizations need different types of personalities and skill from team members for growth to occur. In addition, the candidate’s response to this question may provide excellent ideas that the organization may choose to implement. New talent, new ideas!
Human Resources Manager, EFCU Financial
Tell me about a time when you have had multiple deadlines. How did you make sure that you are able to meet all of the deadlines? If you did not meet the deadlines, what did you do?
Like most industries, the legal industry is no stranger to having a “full plate” and juggling your work in an efficient and productive manner. This question is used for multiple reasons: 1) Multitasking: Has the candidate held a busy enough position that which multitasking was an everyday necessity?; 2) Communication skills: Does the candidate know when to reach out for help when he or she knows a deadline cannot be met?; and 3) Emotional intelligence: Does the person possess the ability to keep calm in the storm especially in highly stressful situations?
Regional Office Manager
Adams and Reese, Baton Rouge
Where do you see yourself in five years?
This helps to determine if you are investing time, energy and money in hiring and training a candidate that plans to build a career within our organization. We have found that the longevity of our team goes up exponentially after the four-year mark. If the candidate has a history of job-hopping on their resume, this question also opens the door for conversation about their previous job history.
Operations Manager, AWC Inc.
What are you looking to gain by leaving your current position?
For this particular question, we are engaging in conversation to determine if their goals and objectives are in line with the position and if there are any red flags. Are they just leaving to get out of a job they don’t like? Is there a conflict with a supervisor? Do they not get along with their team? Etc.
Manager of Talent Acquisition, Blue Cross and Blue Shield of Louisiana
Describe a situation in which you were required to make several changes within a short period of time. What was your experience, and how did you handle it?
Our industry is a quickly evolving one, and one of the biggest needs for our employees is an ability to adapt to such changes quickly and positively. Reluctance to do so can be detrimental to the success of such changes and ultimately our company growth. Hearing that an employee focused on the ultimate outcome instead of the immediate issues and details is a positive and reassuring one.
Human Resources Manager, A+ Corporation
Tell me something about yourself that is not on your resume.
I like this question because it’s one that candidates don’t usually prepare to answer, so more times than not it generates a spontaneous response. This question provides an opportunity to learn something that offers better insight into the person you’re interviewing. Oftentimes we are so focused on basic qualifications that we don’t spend enough time diving into cultural fit.
Vice President-Special Projects/Regional Recruitment Representative, BancorpSouth
Describe a time when you have failed.
I leave this question open-ended—it can be work-related or non-work related—and I expect them to describe how their situation turned into a positive learning experience. Does the candidate answer the question with a true “failure?” Being able to recognize failure and discuss it shows maturity. Does the candidate blame someone for the failure? Taking responsibility for your actions is an indicator of success at IEM.
Tell me about a time when you overcame a major objection from a customer and won their business.
This question will help me discover the candidate’s conflict resolution and problem solving skills. I want to see how the candidate sets challenging revenue growth goals and demonstrates appropriate urgency, competitiveness and perseverance in driving towards sales goals.
Southeast Region Human Resources Director, Arthur J. Gallagher & Co.
Imagine I’m your co-worker, and I’m working with a member near you. You overhear what is going on and notice that I am not providing the level of member service you know Pelican expects of its employees. What do you do?
I like this question because it tells me how much pride you take in your workplace and the reputation of the company. It also speaks volumes to the type of relationships you have or will have with your coworkers. Just because you aren’t in a managerial role doesn’t mean you cannot call attention to these situations in a positive, non-confrontational way. I want to know how you solve a problem that is outside of your comfort zone. Are you going to tell your manager first? Are you going to pull that person to the side and ask them if everything is OK in a compassionate way? Or do you just ignore the situation completely because “you aren’t a manager”?
Human Resources Generalist, Pelican State Credit Union
What was the most useful criticism you ever received?
This is a twist on the cliché “What is your greatest weakness?” question. It allows you to learn what kind of feedback candidates receive while also learning about their weaknesses as perceived by others.
Tell me about a time when your reaction to change at work positively affected your team.
Change is inevitable, so I like this question because it first tells me how well the individual adapts to change and also allows me to see what kind of influence they have over others.
Director of Human Resources, Louisiana Healthcare Connections
What attracted you to seek employment here?
What I’m looking for is someone who loves a small community bank and the family atmosphere. At Iberville Bank we are a family and everyone here is willing to help each other in the workplace and out. We service customers from all walks of life and one person may need a little extra help with something, and we are here to help. You can still get that hometown personal service from a community bank.
Vice President and Human Resource Officer, Iberville Bank
What frustrates you the most, and how do you go about working through the frustration?
I use this question as a follow-up question to asking candidates about their greatest motivation in life. It helps me understand how someone will behave in a high-stress situation. A person who has a set method for overcoming their frustrations and working toward a good end result will be more likely to succeed than someone who lets their frustration overwhelm them.
Human Resource Manager, Breazeale Sachse & Wilson
What is your perception of the position you have applied for, and what do you think will make you successful in this role?
I ask this because it lets me know a candidate has done more than just applied to a title. They have (hopefully) read through the job description and understand the role that they are applying for. Many people have “resume agents” online that will automatically have them apply to a position that fits the qualities they have listed in their profile. This question will weed out the people who are just applying verses the people who really want the job.
Director of Talent Acquisition, Fry Cook & Cashier
Raising Cane’s Chicken Fingers
Did you have a nice weekend?
This simple question is the perfect icebreaker. Candidates can confidently and comfortably speak as they shake off any nervousness. It also allows me to get to know them on a more personal level and assess if they will be a strong match with our company culture.
H&E Equipment Services
Are you ready for a test?
Many times you hear from managers that the employee they hired is a different person than the one they interviewed. We have found that companies also can put on an outward show during the hiring process, which can lead to frustration and disappointment with a new hire. At Sigma Consulting Group Inc., we do not depend on any set questions during the interview process to discern whether a candidate will be compatible for our work setting. In place of this we use a rigorous pre-employment testing program to help measure abilities and aptitudes. This allows us to spend time during an interview to get to know an applicant better. We ask questions about what they are looking for in work and a career, and where they find enjoyment each day. We take time to introduce them to as many current employees as we can and show them the work they would actually be doing. By finding that match and balance between what the job seeker is looking for and the culture and values that we strive to maintain, we can gain a team member eager to make a difference.
Vice President/Chief Engineer
Sigma Consulting Group
Tell me how you would approach the first 30 days on the job if hired.
Through this response, I can learn a lot about a candidate’s strategic thinking, ability to prioritize as well as execute a plan.
Vice President, Human Resources & Compliance
Starmount Life Insurance Co.
Tell me about an idea you have developed and implemented that was particularly creative or innovative, with very little supervision.
I’m looking for candidates that exhibit intellect, professionalism, dedication and willingness to be a team player.
Director of Recruiting
Baker, Donelson, Bearman, Caldwell & Berkowitz
Do you have any questions for us?
It seems simple, but we are always impressed when potential Envoceans have plenty of questions about us as well. We are even more impressed if they pull out a list of questions. We appreciate that people are doing their own research to make sure we are the best fit for them. It’s just as important for them to be happy with their potential new workplace.
Kati Jo Barber
Project Manager, formerly Administrative Manager