10 Interview Questions You Should Ask Every Candidate

As a recruiter, you probably have your own go-to list of interview questions, here Felix Tarcomnicu shares 10 more interview questions that he suggests you should ask an applicant:

1. “Why Should I Hire You?” 

A candidate who is caught off- guard with this question shows general lack of preparedness for the interview.

Given the time allotted for interviews, a candidate should be ready to fire off a number of qualifications, skills and attributes that convincingly make him or her as the best person for the job.

You should take note of the following components of the candidate’s response:

– Keywords that appeared in the job post
– Keywords should cover both hard skills and soft skills
– Assess if the candidate sounds believable and sincere
– The answers should be short and direct to the point

You should expect that the candidate spent time going over his or her responses but it should not come across as overly rehearsed.

2. “What Was Your Greatest Achievement at Work?”

The answer will give you an idea of what the candidate considers important or valuable at work. This question is a good set up for the next question which deals with attributes.

It is perfectly fine to give the candidate time to go over this question. The candidate has to able to compose his or her ideas and articulate the answer clearly.

However, if it takes you more than 30 seconds to come up with the greatest achievement, then the candidate must not have adequately prepared for the interview.

Worse, is if the candidate seems unsure of the answer. Perhaps the experience is not truthful or genuinely significant.

3. “What are the 3 Most Outstanding Attributes That You Could Bring to the Company if We Hired You?”

Many of today’s companies place a premium on the candidate’s key attributes. These are referred to as soft skills and represent qualities that define the person and not just the employee.

This question puts the candidate in a position to evaluate his or her own strengths and articulate how these could contribute to the success of the company.

When the candidate is answering the question, take note if specific instances are given. If not, ask them to substantiate the answer with related experiences.

You should give the candidate plus points if he or she gives a personal experience. It proves the attribute is a non-negotiable value that guides them in and out of the office.

4. “Describe the Working Conditions That Would Make You Highly Productive.”

The answer to this question gives you an insight on the candidate’s frame of mind when he or she is working. It will help you assess if he or she fits your company culture or not.

For example, if your organization thrives in an open, dynamic environment and close collaboration where there are no walls or cubicles but the candidate prefers isolation, pin- drop silence and no human contact during office hours, he or she may not fit in.

Hiring a person who is an ideal cultural fit for the organization ensures you of productivity than a person who has the necessary skills but does not fit the environment that has been set up for work.

5. “Tell Me of a Situation Whereby You Had to Overcome Obstacles in Order to Accomplish Your Goal.”

This question will give you valuable insights on the following:

– Which types of situations the candidate considers as a problem
– How the candidate identifies an obstacle
– The problem- solving process of the candidate
– How the candidate prioritizes objectives when he or she has to resolve a problem
– How the candidate gets his co-workers involved in addressing the situation

Situations arise every day at work. A situation progresses to become a problem depending on how it is handled.

The answer to this question; especially how it is framed and articulated will give you an idea of the decision- making ability of the candidate.

6. “Please Share a Situation at Work Where You Failed Miserably.”

“Leadership Skills” is right up there among the top soft skills sought after by recruiters. And what is a leader but someone who is willing to take full accountability for his or her mistakes. This willingness to assume responsibility allows them to make quick decisions.

A candidate who is open and honest enough to share a mistake is a potential leader in your organization. If the candidate relates the experience candidly and in full detail, it shows that he or she has had time to overcome it. Thus, sharing the experience becomes normal.

7. “How Would You Describe Your Relationship With Your Former Employer?”

This is another question that would help you determine if the candidate will be an ideal fit for your company’s culture.

You should take note on how the candidate approaches this question. Will  the candidate frame the answer in a positive and constructive manner? Or will the candidate use the opportunity to bad mouth his or her former employer?

A person who views experiences in a positive light regardless of the end result is someone who can manage difficulties at work. He or she has the tendency to find ways to fit in and be accepting of their differences with other people.

8. “What Made You Want to Apply for this Job?”

Preparing for the interview includes doing research on the company. Asking this question opens up avenues for you to find out if the candidate took the time to learn about the company.

The most prepared candidates will use this question to highlight their skills and branded value proposition to the recruiter. They could cite a recent achievement or accomplishment by the company and co- relate it with a similar experience with his or her previous employer.

9. “What’s the Most Interesting Thing About You That is Not Included in Your Resume?”

Many candidates are caught off guard with this question because it can be assumed that the answer may not be related to work experience and skills. When preparing for the interview, candidates primarily focus on questions about the contents of the resume.

Given the time constraint, a candidate will be “forced” to share a skill, attribute or feature without much thought or purpose. It will leave the candidate at a vulnerable state and expose him or her at the most organic or natural position.

The answer you get will most likely be truthful and present the candidate as a human being and not just another applicant for the job.

10. “What Do You Believe is Your Former Co-Workers Biggest Misconception About You and Why Do You Think That?”

Unlike question #7, this question puts the candidate in the perspective of his or her co- workers.

As a recruiter, it will help you gauge the candidate’s perception of his or her value to co-workers. Find out if either party reached out to have the misconception addressed and resolved. You can reference the answers to those of the employer’s should you decide to conduct due diligence work.

This question will further help you determine if the candidate is an ideal fit for your company culture or not.

An interview can be tough but especially for those who did not adequately prepare for it. These questions are designed to break down the walls and expose the candidates for who they really are and not just what they can do for the company.

 

Felix Tarcomnicu is passionate about Human Resources and enjoys helping job seekers better prepare themselves for the toughest job interview questions. You can engage with him on Twitter.