10 Questions to Ask Your Next Interview Candidate
10 Questions to Ask Your Next Interview Candidate

10 Questions to Ask Your Next Interview Candidate

Hiring the right people is essential to creating and sustaining a successful business. Having confidence in the ability of your employees will allow you to delegate with peace of mind and place greater focus on strategy and positioning your company for future success.

One strategy for hiring the right type of employee is to differentiate their ability to contribute based on their experience, personality, and past performance. There is no better time to achieve this than during the interview process.

Here is a list of ten questions you could use to differentiate candidates when hiring for your next open position.

1. Describe the most significant project or accomplishment you have achieved during your career.

This question has two purposes. First, it allows you to see the passion the candidate displays. Is the candidate proud of what they have done and eager to share their accomplishments with you? Second, this question gives the candidate an opportunity to be descriptive and specific. This allows you to learn a bit more about their previous experience than what is available on their résumé.

2. Who is your role model?

This question allows you to see what attributes your candidate respects and hopes to emulate. Could you see the candidate’s role model in a leadership role at your company? That’s a great sign the candidate would be a good culture fit for your organization.

3. Describe a specific accomplishment from a previous position that indicates you’ll be successful in this role.

This question allows the candidate to reflect on their previous experience and provide a direct tie to the position for which they are applying. The candidate’s ability to demonstrate a track record of previous success is a good indicator that they will be successful at your organization.

4. Describe the relationships you’ve had with former colleagues.

Want to see how well the candidate will fit within your team or organization? The candidate’s prior relationships with colleagues are a great measuring stick. Is the candidate open and collaborative or closed-minded and stubborn? Ask this question to ensure you’re finding the best fit for your team.

5. Are there tasks or responsibilities that you are not interested in?

Want to make sure the candidate is the right fit for the job? This question provokes honesty in your discussion and can help identify areas of weakness or dislike. For example, if the candidate is interviewing for a sales position but says they are shy and finds it difficult to approach others, then a sales opportunity is likely not a good fit.

6. Why have you had X number of jobs in Y years?

Does the candidate always have one foot out the door, or are they motivated by your company’s growth opportunity? Remember, it is costly and time consuming to replace an employee. Loyal employees can sometimes be hard to find, but the impact they can have on your organization should not be taken for granted.

7. Describe an instance when you have failed in a previous position. What did you learn from that experience?

No employee is perfect, but those employees who learn and grow from adverse situations should be distinguished. Is the candidate prepared not to make the same mistake twice or will the same problem rear its ugly head? Look for a problem-solver who can take failure and turn it into a new opportunity.

8. If you join the company with me as your manager, what can I do ensure your success?

This question allows you to see what personality type and work environment is most comfortable for the candidate. Understanding the candidate’s expectations can help determine whether the individual is a good fit for the position. You can also follow up on this question by asking the candidate to describe previous relationships with managers to gauge past interactions.

9. What kind of work environment is most suitable for you?

If your team is collaborative and constantly meeting to discuss projects, you will want to make sure the candidate is able to contribute to this environment. Understanding that employees thrive in different environments and setting the expectations you have for the position will help you determine the best fit.

10. If you are hired and our company has a successful year, what would you see as your impact in that?

How well does the candidate understand your company, role, and the part they will play? If a candidate is just looking to leave their current position for any opportunity, they may have difficulty answering this question because they have not done their homework. Identify a candidate who demonstrates forward thinking on personal impact and provides concrete examples on how they will succeed based on their knowledge of the role.

Don’t miss out on the next best employee. Using these questions to your advantage during the interview process can help determine the right fit for you.

Sources: Hubspot and The Huffington Post

Related articles:
“Tell Me About Your Best Friend” and Other Uncommon Interview Questions
6 Tips for Hiring Managers and Top-Level Leaders
3 Behavioral Interviewing Tips for Hiring Managers

More to Discover

Case Study: Urban Chestnut Brewing Company

Case Study: Urban Chestnut Brewing Company

A need for a complete HR, Scheduling, Onboarding and Payroll solution led Urban Chestnut Brewing Company to Paycor. “Employees can access all of their items easily—everyone’s using the mobile app. It’s easy to navigate. They log in and everything is right there. They can find their paystub or request time off. Managing benefits is streamlined and intuitive. The employees don’t have to email me their questions because they have what they need at their fingertips.” - Ashley Troutman, business and marketing operations Why Urban Chestnut Brewing left their payroll provider Urban Chestnut Brewing Company is known for its high-quality lagers and ales in its four locations throughout St. Louis. Pre-pandemic, the craft brewery and restaurant...

Talent Management: The 6 Steps from Start to Finish [Infographic]

Talent Management: The 6 Steps from Start to Finish [Infographic]

Whether you’re new to HR or a seasoned vet, understanding talent management—and everything it entails—is critical to recruit and retain top talent. So, let’s start with the basics before we dive deeper.You may be asking yourself: “What is talent management?” Well, from its most basic definition, it’s the strategy of getting the right talent in the right position and helping them grow in their roles. But as you may know, that’s easier said than done.To get talent management right, HR leaders need to understand the different stages of talent management and best-in-class strategies to recruit top talent and help employees grow. Develop a Careers Page 77% of all job seekers will go to your website looking for available positions (Zety)....

Webinar: October Virtual Summit - Predicting Post-Pandemic Recruiting Trends - 10/15 @11:30AM ET

Webinar: October Virtual Summit - Predicting Post-Pandemic Recruiting Trends - 10/15 @11:30AM ET

The business community and its workforce have undergone some major shifts this year, such as adjusting to remote work and becoming comfortable with social distancing measures in the workplace. Similarly, recruitment initiatives have expanded in some cases to support hiring without physically being onsite. This has resulted in some significant process changes. During this discussion, we will review • The pandemic’s impact on recruiting processes (what changed and what remained) • New recruiting trends to better outshine your competitors • The best recruiting technology to consider for the future and why you need it Don’t miss this session! Register now.Speaker: John Throckmorton John is the VP of Operations for strategic HR, inc. With an...

Sample Interview Questions for Sales Jobs [Downloadable]

Sample Interview Questions for Sales Jobs [Downloadable]

A successful sales team can be the driving force behind a business’s success—without quality sales personnel, you’ll forever be stuck in second gear. Sales isn’t easy—it takes creativity, positivity and resilience to keep making deals happen day after day and keep going even when knocked back. That’s why recruiting for sales positions means assessing an applicant’s character, not just their career history. To do this well, you need to craft great interview questions that don’t just let candidates list buzzwords—they make them prove they have what it takes to succeed. Download Interview Questions for Sales JobsFinding Sales Talent When hiring sales people, the first step is making sure they know what they are signing up for. They can’t...