A job interview is an exciting time and should be viewed as such. Too many employers and candidates alike dread having to interview and recruit for a new role but really it’s an exciting time to bring a new skills set and personality into your business.
Here are a few questions to ensure you get the most out of your candidate when you’re next recruiting.
1. Tell us a little about yourself
Beginning with an easy to answer, seemingly unrelated question builds rapport with your candidate, making them feel more comfortable and likely more open. This will give you a clearer picture of their true personality and ultimate fit within your team.
2. If you were hiring someone for this position, what would you look for?
This is not a common interview question. When a candidate is asked a question they are not expecting, their answers tend to be less rehearsed and more candid. How well does the candidate understand the role or the business in general?
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3. Describe the things that frustrate you and how you deal with them?
Conflict is not a bad word; and it is inevitable in an environment – such as a workplace – that combines people with different backgrounds and personalities. Answers to this question speak to an individual’s ability to problem solve and how they fit in with your organisation’s philosophies around conflict.
4. What are three positive things your last boss would say about you?
Don’t ask candidates to list their strengths and weaknesses. They expect this question and they have prepared for it. Catch them off guard and ask them instead what others would say their strengths and weaknesses are. The answers may be quite different. Following an interview, a seasoned recruiter will conduct reference checks with that last boss to compare.
5. What role do you usually take in a team setting?
Your whole establishment is a team. This question is a great way to help you anticipate how a potential candidate will contribute to their immediate team and your business in general. This question can elicit a variety of answers. Their answer may speak to their motivation or their personality. It may shine light on a candidate’s level of autonomy, or potential for moving up in the future
Recruiting is an essential task for any business and so planning your interview with structured questions will help you make the time you have with your candidates count.
Saxon Marsden-Huggins is the managing director of Recruit Shop, which offers recruitment services to small businesses in Australia and New Zealand.