While unemployment is at its lowest in five years, it is still challenging to find the best employees for your company.
Not only do they need the skills to perform their jobs well, but they also have to fit within the company’s culture.
To hire the perfect people, it’s important to ask the right questions. This is a challenge for many small business owners because they typically talk more than the job candidate or they just ask questions which review his or her resume.
Top Interview Questions to Ask
Can You Tell Me About Yourself?
This is always a good introductory question. Ask and then don’t say another thing until they are done. What they actually say is not critical, but how they answer this question is.
Do they focus on personal or professional details? How do they see themselves? Does this view fit into the culture of the company?
Can You Tell Me About a Time When …
Many job candidates can talk in generalities about their skills and accomplishments. However, asking for a specific example is a much more effective way to discover what they have really achieved.
For example, when interviewing a sales candidate, pose this to them: “Tell me about a time when you won a customer from a competitor.”
How Will You Contribute to the Company?
This will highlight their goals for the specific job and which of their skills would be most beneficial for the company. It will also tell you how they see themselves as part of a team.
Remember, their goals should match the company’s. When they deviate, employees leave.
What is a Specific Example of the Biggest Professional Challenge You Have Faced?
How a candidate faces adversity is key. Even if a project didn’t go as planned, it’s important to find out how the applicant reacted and would remedy the problem in the future.
How Would You Solve …
Test them. In a professional setting, these are typically hypothetical situations or ones that have actually occurred at the company. They should demonstrate job-specific problem solving skills.
Don’t be afraid to ask them to solve problems they would face in the first month of their job at the actual interview.
Why Are You Here?
Andrew Alexander, President of Red Roof Inn, says this helps reveal what the person’s passion is. The applicant should want to work at the company, not just want a job.
Employees that are passionate about the company’s mission excel at their position.
What is Your Ideal Job?
Liz Bingham, partner at Ernst & Young, says this question helps match whether or not the person is suitable for the open job.
It reveals what their passions and strengths are.
What Areas of Improvement Were Identified in Your Last Job Review?
Andrew Shapin, CEO of Long Tall Sally, says the answer to this question can show self-awareness and weaknesses when people answer this question honestly.
Where’s Your Passion?
Hilarie Bass, co-president of Greenberg Traurig, says they only hire people who are passionate about that profession.
It helps attract committed employees that will make the business successful.
How Do You Measure Success?
This answer will tell you what the candidate values and if it matches the job compensation structure.
What are your favorite top interview questions to ask?
Republished by permission. Original here.
Interview Photo via Shutterstock
Why Are You Here? – That’s a deep question and I would hold that one back for higher level positions. Many entry level positions are “just jobs” and it seems a bit unfair to ask such a question. Does that make sense?
I see what you’re trying to point out. That’s because if you try to push the question, you’ll most likely get a dishonest answer. And if you do get an honest answer, you will not really like to hear it. It is not fair.
I think Why Are You Here can be a good question at all levels.
You stated “While unemployment is the lowest in 5 years”
That is false!
The numbers are skewed by the gov.
If the actual job count published by the same gov. in 2008 are now less, like 9+million less jobs, that also means there are over 9 million still unemployed. We are not even close to having rosy employment numbers. There is incredible talent out there just working any job to get an income. You want to go find that talent, not wait for it to come to your business. With sales down, the best talent is what we must have in order to beat the competition. As employers we must make more of an effort to have the most talented employees, and keep them or our businesses will suffer. Then all we will be doing is buying ourselves a job, not building our business and creating good jobs.
Asking questions is one way to get to know the applicant. But it’s also just one aspect of the job interview process. In order to have a better picture of what the applicant can do for the company, I think presenting situational scenarios is one way. How will they respond if this and that happen? Of course, the situation should be in relation to the job. I like how it brings in the element of surprise. This can compliment the questions you mentioned above.
Yes, testing them in scenarios is perfect
Yes, developing these kinds of scenarios is key! how do you suggest going about it to make sure they work?
am the new recruitment employee for some company ,any tips??
Please send more details.
I think that these would probably be good to ask.
hot fire when it came out and hot fire now