It’s not unusual for people to get bored “on the job” but I think it would be a good idea to find out how bored your candidate gets and how they deal with it.
This part of the interview could go like this:
You: “Alice, how often did you get bored at your previous jobs?”
Alice: “How often?”
You: “Yes, I’m not looking for a precise accounting here, but would you say you were very rarely bored at your previous jobs or that you were almost always bored? Or something in between that you can tell me about.”
Alice: “Oh, I see. Well, I tended to get bored when there was very little for me to do. I would also get bored if my job seemed to lack importance to the overall company.”
You: “That’s certainly understandable. When there was very little to, what steps did you take to remedy that?”
Alice: “Hmm. Not much. I might ask my supervisor if there was something else I could do, but frankly, I considered it their responsibility to provide me with enough to do.”
You: “Understood. If you felt your job seemed to lack importance in relation to the overall company, were there any steps you took to address that?”
Alice: “Well, honestly, here I also expected the company to put me into a position where my talents and duties would be of real value to the company.”
Now that’s an interesting interview, wouldn’t you say?
Every one of your employees is giving you a certain coin. That coin on a very basic level is the number of hours they work for you. What they do with those hours can make a difference to your bottom line.
Are they applying their talents and skills to your enterprise every minute of every hour? Ideally, they should be. But realistically we know better.
But they can and should know how to deal with boredom when they encounter it. If they were keen on not letting boredom become any kind of a significant factor in their work life, that’s a very positive indicator.
Their answers on this will provide you with some very helpful insights.
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