A lot of work is involved in getting qualified job candidates for an interview. Using a recruitment system makes finding recruits easier. Then the toughest task is developing a set of interview questions that give the answers needed to help in the hiring decision. You do not want to go into an interview unprepared, or walk away feeling unsure of a candidate’s potential. A recruitment system team suggests the following questions to be asked at the end of an interview.
What was the best job you had? Why?
Answers to these questions tell about the culture a candidate responds to and how motivated they are.
Have you had experience with significant policy changes or department structure changes? If so, tell how to remain flexible and productive in such a situation.
There is always change occurring within every organisation. Knowing how someone reacts and stays focused in times of change is a good indicator of future performance.
What management style do you prefer?
This information provides insight into the responsibility level with which a candidate is comfortable. It allows the employer to determine if the candidate’s preferred managerial style matches expectations.
Ask what about a job on the resume a candidate liked most and least.
Information about a candidate’s potential culture fit, personality, and motivation comes from the answer to this question.
Have the candidate tell about a successful partnership with a client or peer.
In the role an individual has, the interaction with others varies considerably. By answering this inquiry, the employer gets an idea of how the candidate contributes to the ever changing needs of business. The employer may want to hear the interviewee pitches in on projects or bounces ideas off colleagues.
Ask about projects the candidate enjoyed.
This allows an employer to gain deeper insight into the candidate’s motivation. The answer allows an employer to gauge how the candidate’s interests align with the scope of the position. Information becomes available as to how the candidate meets the immediate needs of the job and how his or her interests and strengths can enhance work in the long term.
Ask about the greatest successes and failures.
The successes cited, provide insight to a candidate’s aspirations and achievements. They serve as a demonstration of the methods, strategies, and sacrifices used to obtain goals. Failures allow an employer to see what the candidate learned from experience. Understanding how both good and bad experiences shaped or improved the candidate helps understand how goal-oriented he or she is and the thought process used. It demonstrates how the candidate recovered failures.
What techniques ensure meeting the commitments of your position.
Answers reveal a great deal about job dedication and commitment follow through. The employer looks for specific responses. Committed, dedicated employees perform well. Prioritising tasks and schedule management are important responses.
Ask why the candidate is leaving or left his or her last position.
The question response tells an employer about a person’s expectations and work performance. If red flags emerge, the response helps lead to questions that probe further into the reason for leaving. A candidate that states, seeking growth opportunity as a reason for leaving, but sought no work project or increased work load, perhaps expects a promotion without working for it.
When competing priorities arise, how do you strategise and communicate your expectations to those affected by your decisions?
The work environment of today has employees tasked with multiple deadlines and projects deemed urgent. Understanding the candidate’s communication strategies and work methodologies helps determine whether a demanding and fast-paced environment is one the candidate is capable of handling.
What factors would cause a career change to be made?
Broad, open-ended questions, such as this, help an employer gauge the candidate’s motivation in seeking a new position. Different things motivate each person. New technology, work-life balance, and money are some examples. Determining a candidate’s motivators avoids wasting time trying to sell aspects of a job that the applicant has no interest in.
What is the minimum salary requirement?
Applicants avoid talking about salary requirements for fear of overpricing themselves and elimination from the list of potential candidates. If the candidate provides at least a salary range, there is no waste of either the employer’s or candidate’s time, if the requirement is way over budget.
Every candidate interview is important. Recruiting new employees, while juggling a regular workload, is challenging. Enlisting the help of a recruitment system relieves some of the stress. It may also eliminate questions about a candidate that has the legal right to work in the United States. Salary requirement questions may be unnecessary. These questions are to address issues candidates fail to mention in an interview. They reveal how prepared a candidate is.