It’s a common misconception that candidates are the only ones in the hot seat during the interview process. They may be facing competition from other candidates, but there is also pressure on the interviewer.
If you don’t ask the right questions, you risk hiring the wrong person for the role. The wrong hiring decision could cost you dearly, which is why we have pulled from our extensive experience interviewing thousands of candidates to help give you the upper hand in your next interview. Read our tips below:
There is often hidden tension during interviews, especially at the start. The candidate may be nervous and feel a little out of their element, and the interviewer can sometimes assume and make micro-judgments.
Very few candidates show their best selves in such environments, which can make it difficult to decide who is the best fit for the role. To reduce that challenge, it’s a good idea to do whatever you can to make the interviewee feel comfortable. Some common ways include:
All of the above will help to reduce a candidate's natural defensiveness when put under pressure and help the interview run more smoothly. Another great way to kick off the interview is with some icebreaker questions, such as:
While it doesn’t have to be these questions specifically, choose light-hearted ones to settle the nerves. Again, the point is to get them to open up and feel at ease during the interview process.
Another piece of advice we encourage is to detail the high-level format of the interview. For example: “Today I would like to find out more about you and your experience, provide insight into our company and culture, and tell you more about the job role. Then I’d be keen to hear if you have any questions. Be as open and frank as you can”.
Now that everyone knows each other better and feels more relaxed, it’s time to dive into the reason for the interview. Typically, there’s a brief overview of the resume to clarify relevant work history and experience, but sooner or later, you will need to ask the tougher questions:
General questions are self-explanatory. Their entire purpose is to determine what makes someone tick; their interests, achievements, and ambitions, which can help shape your view of their character and aptitude. General questions provide the foundation on which the rest of your interview rests.
Examples:
As you see, general questions are straightforward, but not always simple to answer. The quality of the answer matters even in the simplest of situations.
Situational questions are based on hypothetical scenarios. They boil down to “what would you do if?” putting the candidate’s critical thinking skills to the test. Situational questions give you a good understanding of the candidate’s experience, ability to think under pressure, and decision-making skills.
Examples:
Situational questions are essential for hiring managers who face a pool of talented candidates that are difficult to choose between, thereby separating the 'flashy' resumes and highlighting those who can think on their feet and have the most applicable experience.
Competency-based questions draw heavily on the candidate’s prior experience and act as a strong predictor of their future behaviour. At their core, these are open-ended questions that aren’t simple yes or no questions. They cover the who, what, when, where, why, and how, so candidates open up and provide more detailed responses.
Competency-based questions fall into two categories - behavioural and technical:
As their name suggests, behavioural questions are all about assessing your candidate's past behaviour (e.g. tenacity, collaboration, learning, etc.). Asking them about how they reacted to past situations, both personal and professional, will give you a better idea of whether or not they're qualified for the role.
Examples:
Technical questions dig deeper into a candidate's ‘hard’ skills. The answers may differ between candidates due to behavioural differences, but these questions are always based on technical knowledge.
Examples:
Equally important to remember is what questions to avoid asking. While you should try to be as friendly as possible, you don't want to ask questions that could be deemed inappropriate, discriminatory or illegal.
Some common questions to avoid asking include:
Avoid any question that might present a hiring bias, either conscious or unconscious and questions that will reveal sensitive information. In other words, does the question assist you in identifying whether the candidate can do the job? If not, the rule of thumb would be not to ask it.
End all interviews with ample time for the candidate to ask questions. Generally, at least 5-10 minutes for an entry-level position, more for a senior or executive-level position. Often, the calibre of questions the candidate asks can tell you just as much as the answers they provide to your questions.
For example, if the interviewee jumps straight to asking about holidays or whether they can wear jeans in the office on Fridays, this may indicate their priorities may not align with yours. On the other hand, if they ask questions about company initiatives, values, and direction, then chances are they’re thinking at a higher level.
The interview questions you ask matter more than you might think. However, they’re far from the only factor when looking for the best candidates in the market.
Making those in the ‘hot seat’ feel comfortable during the interview process is equally important. Not only do you want to see the best possible side of the candidate, but your brand’s reputation is on the line if the interview isn't professional and respectful. In the end, the details matter across the board, and the more you invest in your hiring and onboarding process, the greater return you’ll see in your company’s performance and as a result, an increase in staff tenure.
Let us streamline your recruitment process and connect you with exceptional talent.
Share to LinkedIn
Share to Twitter
Share to Facebook
Back to Blogs & Insights
