Be a better interviewer: Ask These 10 Questions
Be A Better Interviewer [guide + template]
For the best results, take a conversational approach to build rapport quickly and put the candidate at ease. Actively listen for authentic, clear and specific responses.
Great companies have developed and implemented an objective, consistent, and scalable hiring framework. A key component of this process is to define a set of interview questions to help determine if the candidate can carry out the job effectively, evaluate team fit, and understand their career motivations.
For the best results, take a conversational approach to build rapport quickly and put the candidate at ease. Actively listen for authentic, clear and specific responses.
10 Interview questions to assess candidate fit:
1. Why are you considering a change?
Learning a candidate’s motivators helps you to evaluate the level of interest and engagement in making a change. The majority of job seekers are looking for one or a combination of the following: new challenges, career growth, more money, more effective leadership or increased stability. If they are unhappy in their current situation, this is your opportunity to learn why, and what they have done about it.
2. Why this position? What made you interested?
The answer will help you gauge their level of seriousness, preparedness and what aspects of the job to focus on during the interview.
ASK YOURSELF: Does this reason align with their motivators from Question #1?
3. What are you seeking in your next opportunity?
Can the candidate clearly articulate what they are looking for in their next role? Specifics are critical here. Beware of the vague and subjective. “I am looking for growth opportunities” warrants follow up questions to clarify exactly what “growth” means to them. If you receive a laundry list of wants, ask the candidate to rank their criteria from most important to least.
ASK YOURSELF: Does this synch up with what you can offer?
4. Having read the job description, how would you go about starting this job?
For example, if this is a sales role, you could ask, how would you go about developing a sales plan to ensure you hit quota? This question allows you to assess their ability to problem solve and gives insight into how they will approach the critical ramp up period.
ASK YOURSELF: Did the candidate prepare for the interview? What is their level of engagement and interest?
5. Describe a significant accomplishment in your career. How and why were you successful?
Are they confident in their work? Humble enough to mention others who contributed? What was their approach and impact to the business? Are they able to provide data and specifics?
6. Describe a setback, criticism or failure in your career. What did you do about it?
You are trying to uncover self-awareness, emotional intelligence and mindset. Their response will help you determine how they respond to feedback, their level of grit and ability to overcome challenges. Listen for references to accountability, continuous learning and how they flip challenges into positive outcomes.
7. How would your team members describe what it’s like to work with you? In a team setting, what role do you typically play?
Some candidates have a difficult time selling themselves. It becomes easier when you have the candidate consider how they are perceived by others. How will the candidate fit in with your team dynamic? What is it like to work with them?
8. What is the most important thing I should know about you? What is your most valuable asset?
If you are interviewing multiple candidates this answer is helpful when you are comparing them. It may stump your candidate, but give them a moment to gather their thoughts and articulate their strengths.
9. What questions do you have for me?
A candidate should be able to come up with at least one question! Be prepared for the popular final question, “what are the next steps?” and know your hiring process.
ASK YOURSELF: Was the question thoughtful? Did the candidate prepare? What is their level of engagement?
10. On a scale of 1-10 (10 being high), rate your interest in this opportunity? What would make it a 10?
This is a chance to hear the candidate’s feedback. What do they think? Will they accept the job if offered? If you have a high interest in the candidate, this is your moment to sell the opportunity! Address concerns, highlight selling points and be clear on next steps.
Interviewing should go beyond evaluating skills and experience. Make a habit of asking your candidates these questions and you are on your way to a great hiring process.