Conducting interviews with potential candidates is the key way to obtaining information as to whether they are suitable for the role or not. Through conducting an effective interview, the interviewer should also be able to determine the candidate׳s cultural fit, work ethics, career goals and employment expectations (such as salary, working arrangements, leave, etc). These questions will help you interview like a pro and dramatically increase your chance of making a good hire.
Top 5 Questions To Interview Like A Pro:
- Why are you interested in this position? The answer to this question can help determine whether the candidate is genuinely interested or chasing something less important to you as an employer such as money. You want the person you employ to have the right drive and be committed to producing optimal results in the position you are recruiting.
- How do you believe you can add value to this position? This question will show you whether the candidate has the right skills, experience and knowledge to perform well in the role you are recruiting.
- Can you please describe the type of organisational culture you believe you will perform the best in? this question will allow you to determine whether this candidate is a good cultural fit for your organisation. Cultural fit is imperative, as it will not only affect the output of this person, but other members of staff as well as overall morale.
- How do you approach situations that you are not 100% sure about? For example, if you are unsure as to the best way to deal with a difficult client, how do you deal with it? It may not sound important however, the answer to this question will demonstrate the candidate’s ability to think on their feet, make important decisions and how well they use their problem solving ability. The last thing any employer wants, is an employee that panics when times get tough.
- Why do you think I should employ you? The answer to this question must be OUTSTANDING! If the candidate can answer this satisfactorily, you have yourself a winner!
BEWARE, there are some candidates that will not know how to answer these questions, provide you with little information or give you too much information in their responses. It is your job to remain in control and keep the conversations relevant. If a candidate seems like they are going off track, politely interrupt and repeat ask them to focus on the question only. If they do not provide enough information, it is your job to probe them for more information; for example, if they cannot answer question 2 (above) in enough detail, ask them what they have performed in their previous roles that could assist in this position.
Remember: interviews are the key to assuring you why and how a particular candidate is suitable for the position you are recruiting. It is also a great idea for other members of staff to briefly meet with each candidate if you are unsure about them.