In most interviews, there are usually a certain set of questions that you will ask your candidates, no matter what job they’re interviewing for.
Tell me about yourself
What are your strengths?
What are your weaknesses?
Why do you want this job?
Where would you like to be in your career five years from now?
Although these questions will usually be accompanied by some role-specific questions, do they really give you enough information to make the right decision about a candidate? As these questions are so generic, with enough time anyone could come up with great answers, and they may not even be true. So, it might be worth changing how you get to know your candidates, by delving deeper with strategic questions for example. This could create a better interview experience for you and your candidates.
As recruiters, it is our job to soul search and find the perfect people. Asking lots of questions is one of the most important factors in our process! So, we want to talk to you about different ways you could potentially approach interviews and find the best candidates for your business.
Think outside the box
It is important to ask questions that will make the candidate think. For example, can you ask them something that will throw them off guard to see how they deal with pressure? This doesn’t have to be related to the business, as they will most likely have done their homework. So, something like a maths equation would do the trick, because who doesn’t love maths? Although this may seem random, it is just a test and doesn’t have to be taken too seriously.
You can also ask them what they would do if they were to be the new CEO of the company. What changes and challenges would they focus on? However, if you think this isn’t something you would want to practice, you could treat it as an “ice breaker” to relax the candidate.
Be real
Although an interview is just a chance for you and your candidate to get to know each other, it can still be nerve-wracking for them. Long-winded questions could confuse someone that is nervous, resulting in a stressful situation. So, ask questions that have thought behind them, as this could potentially increase their interest and engagement.
An example could be:
“What’s the most selfless thing you’ve done and why?”
This is a great question as it could reveal what sort of person they are. If they invest a lot of their time into helping others for example, this would be a great trait to have in business. If they haven’t done anything you consider to be “selfless” don’t hold it against them, as they could still be perfect for the job, but that’s up to you!
What do you think?
It is important that you reflect on the interview and the candidate. It could also be useful to get feedback from staff that talked to them beforehand. This could help you determine how they physically come across and if you could see them fitting into your business. For example:
Do they fit the criteria for your company values?
“Can I imagine working with this person, or seeing them being socially active with others outside of work?”
Ask security or the receptionist – “How did the candidate come across to you?”
Even just one of these questions could help you if it comes down to choosing between two strong candidates. The chances are one of them would either be better suited or come across better in these situations.
As a business you need to appreciate the time candidates will put into applying for a position. This should be reflected in the interview stage, they have given you their time, so give them yours.