Best Questions to Ask Candidates in an Interview
The time has come to fill this vacant position on your team, and you are under pressure to find a candidate who has all the required skills and professional experience. It is possible, as long as you ask the right questions. Here are some questions to ask during the interview.
1.What do you know about our company and why do you want to work here?
Today, with easy access to online information, you would think that most candidates would do their homework, but this is not always the case. Some don’t even know what exactly the business does. By asking candidates this question in the interview, you will quickly know what is sincerely interested in the position, and what is not.
2. What skills and strengths can this position bring you?
Has the candidate blindly applied for your job offer or has he/she thought about his/her fit with the needs of the job? This question will help you get to know him or her. Candidates should be critical about how their unique skills can enrich your team.
3. Can you tell me about your current job?
This is a great question to ask a prospective newbie to assess their communication skills, but also to elicit information not mentioned on their resume.
4. What could I do to be more successful in my career?
This question helps you know if the candidate has an overview of the company they work for. Their answer may also reveal their real reason for leaving their current position.
5. Could you tell me about a disagreement with a superior and how you resolved it?
This is one of the best questions to ask a candidate because it will give you an idea of his or her ability to resolve conflicts. What is your use of talking about the other person involved? Have you managed to handle the situation correctly? Have you found a common solution? Emotional intelligence qualities are strongly desirable for almost any position.
6. Do you work better alone or in a team?
What kind of work will the candidate do if chosen for the position? This question makes it possible to know if you are suited to the type of tasks requested. A person who likes to work alone and for long periods without being interrupted may not flourish in a position that requires collaboration or multitasking skills.
7. Why are you leaving your current position?
Does your job offer represent an alternative for the candidate against the reasons they are dissatisfied with their current position (lack of vocational training, management issues, etc.)? If necessary, put forward these advantages. Be sure to identify unrealistic expectations and remember that an employee who leaves a business for petty reasons may not stay at home for the long term.
8. How would your peers describe you?
This key question for a candidate can help you get a sense of their relational qualities and how they will collaborate with other members of your team. Consider the strengths of your current team and focus on candidates who can complement them.
9. How would your boss describe you?
This can give you an idea of the type of information between the candidate and his or her former boss. Don’t forget that it is the candidate who is responding. Their answer simply reflects their opinion of what their boss would have said, not that it is the real version.
10. Where do you see yourself in five years?
Professionally motivated and ambitious candidates are valuable. Those who engage in their career with clear goals. Explain to them eventually how your business can help them achieve their goals. A candidate who wants to evolve professionally and sees the opportunity to advance their career in your business is more likely to grow sustainably.
11. How do you handle tight deadlines?
Are you looking for someone who can work quickly and accurately under pressure? Ask this question of a potential candidate. You’ll at least get his or her opinion on how well he or she handles stress and his or her ability to adapt to the pace of work in your business. Then, you can ask him if he has already accomplished the same job on a deadline and, if necessary, how he managed the situation.
12. Did you have a major challenge for your last position?
Use this problem to assess the candidate’s mind and critical analytical skills. Also pay attention to how he/she describes his/her behavior in the face of a challenge. Did he/she find him/herself in difficulty, or did he/she develop a plan of action and succeed in solving the problem?
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- Best Questions to Ask Candidates in an Interview
- 1.What do you know about our company and why do you want to work here?
- 2. What skills and strengths can this position bring you?
- 3. Can you tell me about your current job?
- 4. What could I do to be more successful in my career?
- 5. Could you tell me about a disagreement with a superior and how you resolved it?
- 6. Do you work better alone or in a team?
- 7. Why are you leaving your current position?
- 8. How would your peers describe you?
- 9. How would your boss describe you?
- 10. Where do you see yourself in five years?
- 11. How do you handle tight deadlines?
- 12. Did you have a major challenge for your last position?