Posted 5 months by Jonny Grange
In today's competitive job market, finding the perfect candidate involves more than just reviewing CVs.
To truly understand a candidate's potential and fit for your company culture, you need to ask the right interview questions.
Here are some key questions to include in your interviews, along with tips to make them even more effective:
So, can you tell me a bit about yourself?
This seemingly simple question sets the tone for the interview and allows the candidate to showcase their communication skills and how they present themselves. Listen closely to their response - do they focus on relevant experiences, or veer off on tangents? This can give you clues about their ability to stay focused and communicate clearly.
Top tip: Follow up with a question like "What particularly excites you about the prospect of working in this field?" to delve deeper into their motivations.
Tell me about your current role and your key responsibilities.
Understanding a candidate's current role and their specific day-to-day responsibilities sheds light on their skillset and experience level. It also reveals how they handle similar responsibilities outlined in the job description. This will help you see if their current experience aligns with the requirements of the position you're offering.
Top tip: Tailor this question to the specific role. For instance, for a marketing position, you might ask "Can you describe your experience with developing and managing social media campaigns?".
What motivates you?
Understanding what drives a candidate is key. Are they passionate about the industry, motivated by growth opportunities, or drawn to a collaborative working environment? Aligning their motivations with your company culture leads to job satisfaction and reduces staff turnover. Someone who is passionate about what you do is more likely to be a high performer and a positive influence on the team.
Top tip: Don't settle for generic answers. Ask follow-up questions like "Can you tell me about a time when you went above and beyond in your previous role?" to understand what truly motivates them.
What made you want to apply for this position?
This question reveals the candidate's level of research into your company and the position. An enthusiastic and well-informed candidate demonstrates genuine interest and a higher chance of success. This shows that they've put some thought into whether this role is a good fit for them, rather than just applying to everything they see.
Top tip: Look for answers that demonstrate they've researched your company's mission, values, or recent projects.
What skills and strengths can you bring to this position?
While CVs list skills, this question allows you to delve deeper. Encourage them to elaborate on specific examples that showcase how they've utilised those skills to achieve success. Don't settle for generic answers - ask them to provide specific examples of how they've used their skills in the past.
Top tip: Tailor this question to the specific requirements of the role. For a software developer role, you might ask "Can you walk me through your thought process when tackling a complex coding challenge?".
Describe a time you faced a significant challenge and how you overcame it.
This behavioural question assesses a candidate's problem-solving skills, resilience, and approach to overcoming obstacles. Look for a structured approach, initiative, and the ability to learn from setbacks. This will help you see how they handle pressure and difficult situations.
Top tip: After their answer, ask "What did you learn from that experience?" or "How would you approach a similar challenge in this role?" to gain a deeper understanding of their thought process.
Describe your ideal work environment. How do you prefer to receive feedback and collaborate with colleagues?
Understanding a candidate's preferred work style is crucial. Do they thrive in fast-paced environments or prefer a more methodical approach? Knowing their preferred method of receiving feedback allows you to tailor your management style for optimal performance. Someone who thrives in a fast-paced environment might not be a good fit for a more relaxed team, and vice versa.
Top tip: Consider incorporating a situational question here. For example, "Imagine you have a differing opinion from a colleague on a project deadline. How would you approach this situation?"
What are some of your long-term career goals?
This question explores a candidate's ambition and aligns with your company's growth plans. Do their goals align with potential career paths within your organisation? Someone who has a clear idea of where they want to be in their career is more likely to be a long-term asset to your company.
Top tip: Look for answers that demonstrate a desire for growth and development. You can also ask "How do you see this role helping you achieve your career goals?".
How would you measure success in this role?
This question reveals a candidate's understanding of the role and their ability to set measurable goals. Look for an answer that reflects the key performance indicators (KPIs) outlined in the job description. This shows that they understand what's expected of them and are results-oriented.
Top tip: Provide them with a brief overview of the KPIs associated with the role beforehand. This will help them tailor their answer to demonstrate their understanding of how their success will be measured.
Have you applied for many other roles?
Understanding a candidate's job search focus can be insightful. Asking if they've applied for many other roles allows you to gauge their level of interest in your specific opportunity. A candidate applying to a wide range of positions might be less enthusiastic. However, if they've only applied to a few relevant roles, it suggests a stronger interest in your company and the position.
Top Tip: Be upfront about your intent. You can say something like, "We understand you're likely going through an interview process for several roles. Can you tell us a bit about what drew you to apply for this specific position with our company?" By phrasing it this way, you open the door for them to highlight what excites them about your company culture, the role itself, or your industry.
Have you had any other interviews recently?
A candidate's interview pipeline can provide valuable insights. Knowing if they have other interviews helps you understand their demand and availability. If they're juggling multiple interviews, they might be in high demand and require a competitive offer. Additionally, their interview schedule can help you manage your own timeline for next steps.
Top Tip: Frame the question with respect for their time. A simple question like, "We appreciate you taking the time to interview with us today. Have you had the opportunity to interview for other positions recently?" acknowledges their busy schedule and opens the door for them to share their timeline. If they have a conflicting offer deadline, be prepared to discuss your own timeline and decision-making process to show flexibility and adaptability.
Do you have any questions for me?
An engaged candidate will have questions prepared about your company, the role, and the team. This demonstrates their enthusiasm and initiative. Someone who asks thoughtful questions shows that they're genuinely interested in the opportunity and have done their research.
Top tip: Encourage questions! This is a two-way street. Be prepared to answer questions about your company culture, the team dynamic, and growth opportunities within the role.
By incorporating this diverse range of questions into your interview process, you'll gain a well-rounded picture of each candidate. Asking insightful questions, tailored to the specific role, allows you to assess their qualifications, cultural fit, and potential for success within your organisation.
Remember to follow up with probing questions to get a deeper understanding of their experiences and thought processes.
