Do you have a job interview on your schedule? Below you will find 10 questions that recruiters and hiring managers might ask you during an interview. Prepare well in advance to ensure that you make a terrific impression! The following article is written for recruiters and hiring managers so it's addressed directly to them but talent can learn so much from it. :)
Human Resources has changed drastically in the last decade due to the introduction of talent management software and recruitment process automation. However, the candidate interview still remains one of the most critical elements of the hiring process, giving you the perfect opportunity to see how a candidate thinks and behaves in real-life.
As the only chance to really meet the candidates face-to-face, interviews enable recruiters to make better decisions and avoid costly mistakes. This is important because a recent study showed that as much as 80% of employee turnover is the product of bad hiring decisions.
This suggests that you need to be very careful and prepare well for your conversations with potential employees. In this article, I am going to reveal 10 questions you might want to consider asking during a candidate interview.
Before the actual interview, you should research potential candidates as it can help you to customize your questions. However, there are still certain questions that you could ask on any occasion.
1.What motivated you to apply for this position?
According to the experts at the assignment writing agency, the first question that recruiters typically ask is: “Could you tell us a little bit about yourself?” It might be a good icebreaker but it’s nothing more than that, so you’ll soon have to start asking some more meaningful questions.
Consider asking your candidate about their motive(s) for applying to your specific position.
Always try to get a precise answer because it will give you valuable information about the applicant. Is money their main motivator? If yes, they could probably leave your company (or turn your offer down) as soon as they get offered better financial compensation somewhere else. Did they leave their previous position because of a personal conflicts? If yes, this could also become a problem in your team, too.
2. What are your greatest professional achievements?
When someone talks about their greatest professional achievement, it reveals a lot. Firstly, you will understand what your candidate means when they talk about professional achievements. Some people consider strong interpersonal relations to be their greatest success in business, while the others are result-driven and may emphasise this aspect of their careers.
You would probably want to find an in-between solution – someone who pays attention to the overall results but also tries to maintain positive relationships within the team. This is the only way to make sure that the person you hire will not jeopardize the business or the existing work environment.
3. What are your biggest professional failures?
All professionals enjoy their career success the most but they also learn the most important lessons from their failures. When you ask candidates to describe their professional defeats, you make them reveal weaknesses and become more vulnerable.
At the same time, you can delve deeper into their stories to discover what led them to make the mistake. Whatever the reason, it will tell you a lot about each one of the interviewees.
4. What would be your first steps on a new position?
Asking this question, you get to learn if your candidate is ambitious and self-confident or modest and careful. It also reveals the way the candidate has prepared for your interview. This is also the candidate’s chance to convince you that they possess an in-depth knowledge of this position.