You’ve received applications for the job you’ve advertised on Jobs.ie, you’ve drawn up a shortlist of candidates and now it’s time to move to the next stage of the hiring process – the interview.
Just as a candidate prepares for an interview then so too should recruiters spend time crafting a list of questions to help them assess a candidate’s suitability for the role.
So what should you ask? Here are some interview questions suggestions that could help you pick the best person for your job.
Good starter interview questions
“Tell me about yourself”
A well-prepared candidate should be able to quickly tell you their best qualities, skills and experience. It’s a good opportunity for you to find out the person behind the CV – what are their hobbies, motivations, and approach to work. This can be crucial when deciding who to hire
“Why do you want this job?”
It’s a basic question but one that can quite easily throw a candidate. However, it is a useful way to quickly find out if they are genuinely interested in your role. Often, it is a case of picking up on the answers you don’t want to hear. For example, do they focus primarily on salary or the working hours? Do they reply, “..because I need a job” Answers like this could lead you to question their commitment to the job.
Next level interview questions
“What do you know about our company and our competitors?”
A good knowledge of your industry, your company, its successes and challenges show research and dedication. It is an indication that they are serious about their interest in working with you. It also means that, should you give the job, they will be able to hit the ground running.
“Where does this job fit into your career path?”
This simple question can help you check if their ambitions match what the job and your company can offer. A mismatch could mean they move on from the job sooner than you would like and you’ll be back hiring for the role again.
Curveball interview questions
“Why do want to leave your current job?”
This curveball question should give you an insight into what motivates them in a job. Your goal here is gauge whether your job is a good fit for their aspirations. Are they leaving their current role having gained a great amount of experience and are looking for a role where they can put that experience into practice? Do they criticise their current employer or manager or do they have an issue with their hours or pay?
“Tell me about a time you’ve turned a negative into a positive”
Another curveball, but it allows you to assess how good they are at problem-solving, thinking on their feet and securing a positive outcome. You could even ask them to tell you about a mistake that they have made. No one is perfect, but anyone who can learn and roll with the punches can be an asset to your organisation.
And finally
“Describe your ideal work environment”
Your goal is not only to find the best person for the job but also someone who will enjoy working in your business and remain in the role for as long as possible. This question should help you find out the style of manager, team or company they are searching for and help you determine if they will be a good cultural fit for your organisation. This is not about hiring people who share similar backgrounds and experiences which will only lead to stagnation and a lack of creativity. Instead, it is about bringing people into your business whose beliefs, behaviours, and motivations all align so you can build a strong, committed team.
