Mastering the Interview:
How K.A.S.H Questions Can Improve Your Hiring Decisions

In the world of hiring and interviewing potential candidates, it’s not always easy to determine who is the best fit for the job. The hiring process involves several steps, from screening resumes to conducting interviews and ultimately making the decision to extend an offer to a candidate.

However, one key tool that hiring managers can use to improve their interviewing skills is the use of K.A.S.H questions. K.A.S.H stands for Knowledge, Attitude, Skills, and Habits, and these four areas of inquiry cover a wide range of topics that can help hiring managers gauge the potential of a candidate.

Here’s a deeper look at how each of the four areas of K.A.S.H can be applied to the hiring process:

1. Knowledge: This refers to a candidate’s understanding of the job they are applying for and the industry or field in which they would be working. For example, if you are hiring a software engineer, you might ask questions about their experience with specific programming languages or development tools. Alternatively, if you are hiring for a customer service role, you might ask questions about their approach to handling difficult customers or their familiarity with your company’s customer service policies.
2. Attitude: This area of inquiry focuses on a candidate’s personal traits and values, including their work ethic, communication skills, and ability to work with others. For example, you might ask a candidate to describe a time when they had to work with someone they didn’t get along with or to explain how they would handle a conflict with a coworker.
3. Skills: Here, we want to drill down into a candidate’s technical skills and abilities, including their proficiency with specific software, equipment, or processes. For example, if you are hiring for a graphic design role, you might ask a candidate to walk you through their portfolio or to explain how they approach a design project from start to finish and what programs they prefer to use for different types of projects. 
4. Habits: Questions in this area should focus on a candidate’s work habits and behaviors, including their approach to time management, organization, and collaboration. For example, you might ask a candidate to describe how they prioritize their tasks or to explain how they would handle a deadline-driven project.

By using K.A.S.H questions, hiring managers can gain a deeper understanding of a candidate’s potential in each of these areas, helping them make more informed hiring decisions. Here are a few tips to keep in mind when incorporating K.A.S.H questions into the interview process:

• Be specific: When asking questions related to knowledge or skills, make sure to be as specific as possible to get a clear sense of a candidate’s abilities.
• Keep an open mind: When asking questions related to attitude and habits, be sure to keep an open mind and listen carefully to a candidate’s responses. You may discover new insights you wouldn’t have found otherwise.
• Prioritize soft skills: While technical skills are certainly important, don’t overlook the importance of soft skills like communication and collaboration. How someone can fit in with your existing team is just as important – if not more important – as the skills and knowledge they bring to the table. 

Ultimately, the use of K.A.S.H questions can be a valuable tool for hiring managers looking to improve their interviewing skills and make more informed hiring decisions. By asking the right questions and listening carefully to candidates’ responses, hiring managers can gain a deeper understanding of a candidate’s potential and determine whether they are the right fit for the job.

If you’d like to learn more about improving your hiring process our SowTalent team is ready to help. Learn more about SowTalent here.