The Best Interview Questions to Ask Candidates
Hiring the right candidate is a crucial decision for any organisation, effective interview questions can reveal much more than a candidate’s resume ever could. The key is knowing what to ask to determine the best fit for the role and the company culture.
Here’s a comprehensive guide on the best interview questions to ask during your hiring process.
Understanding the Purpose of Interview Questions
Interview questions serve as more than just a way to assess a candidate’s skills. They help you gauge how well a candidate fits with your organisational culture, their problem-solving abilities, and how they respond to challenges.
The right questions can provide insight into the candidate’s past behaviours, which is often the best predictor of future performance.
Importantly, avoid leading questions that may steer candidates to tell you what they think you want to hear.
Essential Interview Questions
Start with the essentials. Ask questions that help you understand the candidate’s career background, experience, and motivation.
Questions like, “What drew you to apply for this position?” or “Can you tell me more about your current role?” are great openers.
These questions lay the groundwork for more targeted queries later in the conversation and help to establish a rapport with the candidate.
Behavioural Interview Questions
Behavioural questions focus on how candidates have handled situations in the past, giving you insight into their real-life experiences and responses.
For instance, you could ask, “Tell me about a time when you had to handle a difficult client. How did you manage the situation?” These questions are particularly useful for understanding whether the candidate has demonstrated the skills and attitudes needed for the role.
Situational Interview Questions
Situational questions, on the other hand, ask candidates to describe how they would deal with hypothetical scenarios.
These questions are invaluable for understanding a candidate’s problem-solving approach. For example, “Imagine a key project is running behind schedule.
What steps would you take to bring it back on track?” allows you to evaluate their strategic thinking and ability to adapt to challenges.
Unique and Creative Interview Questions
Unique questions can help break the ice and encourage candidates to think on their feet. Consider asking, “If you could work on any project, regardless of budget or resources, what would it be and why?”
These questions can reveal a candidate’s passion, creativity, and ability to think outside the box—traits that might not be immediately obvious from their professional experience.
Role-Specific Interview Questions
Role-specific questions are designed to assess the candidate’s technical skills and knowledge relevant to the position. For instance, if you’re interviewing for an IT role, you might ask, “What’s your experience with network security protocols?” Tailor these questions to test their familiarity with the specific demands of the job, and avoid generic or irrelevant questions that don’t provide value in assessing their capabilities.
Questions to Assess Cultural Fit
Assessing cultural fit is just as important as evaluating skills. Ask questions like, “What kind of work environment allows you to perform at your best?” or “How do you handle feedback?” These questions help determine whether a candidate’s values align with your organisation’s.
Be sure to avoid questions that prompt a candidate to simply affirm your company’s values without critical thought, such as, “We value teamwork here, are you a team player?” Instead, give them the space to describe their natural work style and how they interact with others.
Follow-Up and Closing Questions
Conclude with questions that invite candidates to clarify or expand on any points. Asking, “Do you have any questions for us?” shows that you value their curiosity and engagement with the company.
Follow-up questions such as, “Is there anything else you’d like to share that we haven’t discussed?” provide an opportunity for the candidate to bring up any details they feel are important, ensuring a more holistic evaluation.
How Scotford Fennessy Can Help You
If you need assistance with executive search, permanent placement, labour hire, and payroll and consulting services. Scotford Fennessy is here to support you. Our recruitment expertise spans across industries, ensuring you have access to the best talent to meet your business needs.
Frequently Asked Questions
How can I make candidates comfortable during an interview?
Creating a welcoming environment is key. Start with a few informal questions to break the ice, and clearly outline the structure of the interview. This helps the candidate feel more relaxed and prepared.
How do I handle a candidate who gives very short answers?
If a candidate is giving brief responses, try rephrasing your questions or ask follow-up questions that prompt elaboration. For instance, “Could you provide more detail about that experience?” This encourages the candidate to expand on their answers.
What should I do if a candidate asks about salary early in the interview?
While salary discussions can be tricky, it’s best to address the topic honestly without letting it dominate the interview. You could acknowledge their query and suggest that a more detailed discussion will happen once both parties are comfortable with the fit for the role.
The Right People Make Life Easier
We’ll make sure your business gets the right person. The first time. We want you to invest in someone who is a good fit for your company culture. Someone with aptitude who can capitalise on opportunities and realise your business goals.
You know how important it is to get recruitment right, but it’s not an easy process without someone to guide you through it. That’s what we’re here for. We’ll find the person you need for tomorrow so you can focus on what your business needs today.