Which interview questions are the most powerful? Every question you ask should be designed to help you better get to know the candidate, their qualifications and skill set, and how well they will fit into your company culture.
Some questions are more standard and others dig deeper. Here are some examples for you as you paint an accurate picture and narrow your selection to a final field of prospective hires:
What brings you here today?
If the candidate doesn’t respond quickly, sit back and wait. Some individuals reveal problems with current employers, potential insubordination, and both positive and negative character traits.
What attracted you to this role?
You need to know that your prospective hire truly understands your company and the role they are applying for – and that they really want it. Their response will tell you this, as well as how much preparation and research they’ve done on the job, your business and your industry.
What are your primary motivators?
Be sure that candidates are looking to grow and develop within your organization and are passionate about your business and industry.
Describe your main strengths and weaknesses.
After their initial response, you can ask candidates to elaborate and discuss how their positive attributes will help them succeed in the role. You also can determine an individual’s ability to define their needs for further development. If they do an effective job of turning their weaknesses into a positive, this shows they have good alternative thinking and/or sales skills.
Describe your biggest career success.
It’s beneficial to learn that a candidates is proud of their role. Their response to this question gives them a chance to shine. In addition, you can gauge their communication and presentation skills. Discussing a single accomplishment often is an easy way to glean insight about a person, their work habits and how they interact with others.
Tell me about a time when things didn’t go the way you planned.
Answers tend to fall into one of three categories: blame, self-deprecation or opportunity for growth. You want a team player with the right attitude and approach. If they take responsibility and are eager to put what they’ve learned to work, that’s a good sign – versus pointing fingers, going negative on former colleagues or showing a sense of entitlement.
If we’re sitting here 12 months from now celebrating an outstanding year, what did we accomplish together?
Candidates should have enough strategic vision and job and industry knowledge to respond with an eye toward a bigger-picture understanding of your company and what specific value they can add. This also adds insight to whether or not a person intends to stay with your organization or just gain some experience and then move on.
What questions do you have for me/us?
Often, you can learn more about a person based on the questions they ask than the answers they give. And if they have no questions at all, that’s a warning sign in itself. Prepared candidate should always come with at least three to five questions to ask their interviewer.
For additional resources on perfecting your interviewing and hiring strategy, contact the team at Contemporary Personnel Staffing and Professionals today.