THE QUESTION IS... HOW GOOD ARE YOURS?
The difference between a good job interview and a great job interview comes down to content. Ask basic interview questions and you’ll likely gain basic responses. Examples include, ‘How well do you work within a team?’, ‘Can you work under pressure?’ and other textbook questions that offer little in the way of individuality.
To really get to grips with a candidate’s suitability for a role, it starts with asking the right questions. Sure, you’ll have some key questions you need to cover throughout the interview, though making time for a few more unique conversations will allow their true personality to come to light.
Who was the best boss you have ever had and why?
Of course, you want to learn about the candidate themselves, though establishing their idea of great leadership allows you to ascertain how they’ll fit into your team, and management style. You’ll discover how they like to be managed, how much they need to be managed and what their aspirations are regarding progression.
What was the moment you decided to leave your current role?
You’ll want to know, as always, your candidate’s reason for leaving their current employer. Though by asking them for the deal breaker, you’ll bring out a more emotional response than ‘career progression’ or ‘I needed a challenge’.
Taking them back to the moment they decided enough was enough will demonstrate their feelings about their role and how they handle decision making. Did the pressure get too much and they threw the towel in? Were they overlooked for promotion and decided to seek it elsewhere? Position this very standard question differently and you’ll obtain a truer response.
If I asked your boss, what would they say are the best and worst things about you?
This is really a dressed-up strengths and weakness question. Though a candidate's idea of their strengths and weaknesses will be different to what they imagine their boss would say.
Why do you want to work for us?
The focus being, on the us. Here, we’re not after the old ‘I need a fresh challenge’ or ‘I’d like to progress my career’. We want to know specifically why this candidate is attracted by your brand. It shows whether they have taken the time to research the business, it’s culture and also what they may have heard from other employees (a great way to obtain feedback).
From this response, you’ll be able to tell whether the candidate in question is after a job… or a career within your award-winning business that includes progression through your internal training programmes. The difference is immense.
If you are successful, how do you intend to approach this role?
This question will show a candidate’s understanding of the role and how clear they are on the job description. Does their plan of attack match the basic requirements of the job, or is it a master plan for much bigger achievements?
What do like the most about what you do?
One of the hardest things to assess in recruitment is personal drive and motivation. Ask a candidate if they are motivated, they will say yes. Ask them how they are motivated, they’ll more than likely say ‘financially’. Everyone likes getting paid.
This question prompts thought about their approach to results, their commitment and how they fit into the team. You’ll know whether they are driven by reward, passion or a bigger picture.
How many bricks are there in the world?
This is a great example of a curveball question that interviewers can use to test quick-thinking, rationale and a sense of humour.
Is the interview all too much? Leave it to us. Speak to the team about our recruitment services or contact us with your job brief here.