We’ll cover common interview questions along with guidance on how to assess candidates’ answers. Knowing what to listen for can help you evaluate potential employees.
1) Tell me about yourself.
Opening with this question eases the interviewee into what could otherwise feel like a stilted question-and-answer session. It allows you to show interest in the candidate as a person, and you can learn a lot based on their answer.
Listen for what the interviewee deems important to share when answering a general question. If they stumble or their response feels too short, you can offer guidance by following up with questions about their professional achievements and their future career goals.
2) What are your strengths and weaknesses?
Listen for whether the candidate’s greatest strengths align with your open role or fill a skills gap on your team. Their word choice and tone can also hint at their level of humility and teamwork.
As the candidate shares what they view as their weaknesses, you’ll get an idea of how honest they are and whether their shortcomings can be easily overcome by training and on-the-job learning.
3) How did you hear about this position?
While this may not give you much insight on the candidate, it can inform your future recruiting efforts. Track where your candidates come from to identify trends. You may find that the poorest matches typically come from a certain agency or online job search board. Or, perhaps you’ll discover that most of your best candidates flow in from a certain hiring manager’s referrals.
4) Why do you want this job?
The right candidate is one who fits the requirements and who wants the job. Otherwise, you may have to contend with an unengaged employee or hiring and training a replacement sooner than you want.
When the candidate answers this question, listen for evidence that they have not only read the job description but also feel they’d be a good fit for the role. If they explain that the job will help them pursue their intended career path, they’re more likely to be an engaged, productive employee and a great fit for your team.
5) Tell me about a challenge you’ve previously faced at work and how you dealt with it.
This question will give you insight into what the candidate finds challenging, especially if they weren’t entirely forthcoming about their weaknesses. You’ll also learn about the candidate’s approach to problem solving and overcoming interpersonal conflicts.
When you ask these sorts of behavioral interview questions, encourage candidates to share actual situations they’ve encountered to learn how they navigated challenges. According to LinkedIn,
75% of professional recruiters report using this method to assess candidates’ soft skills.
6) Describe your work style.
Ask this question to ensure a candidate’s working style will align with the styles of others who already work at the company. Your crew most likely has a defined culture and expectations, so consider sharing that information with the candidate. This will help them assess whether they might be successful at your business.
For instance, if you have a highly collaborative crew, it may be difficult for someone who likes to work in solitude to join the team.
