Filling an open position can feel like searching for a needle in a haystack.
While resumes showcase skills and experience, they cannot alone truly predict how a candidate will thrive within your team.
This is why the job interview is a critical stage of the recruitment process.
Beyond simply verifying qualifications, asking insightful interview questions unlock a wealth of information about a candidate's personality, thought processes, and problem-solving abilities.
This article delves into the importance of interview preparation, provides questions to ask in an interview as an employer, and guides you on interpreting candidate responses.
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While candidates are expected to prepare for an upcoming interview diligently, so too should the interviewer.
Before you consider what type of questions to ask in an interview as an employer, you should prepare the following:
Thoroughly review the job description
Identify key skills, experience and qualifications required for the role
The day-to-day tasks of the role
Potential challenges the role may face
The overall impact that the role has on the team and organisation
List the essential technical skills required
Identify soft skills expected and values that align with the organisation
From here, you can start to formulate questions that assess the candidate's specific technical knowledge and skills relevant to the job. You can also begin to craft behavioural questions that uncover the candidate's past experiences and how they approached challenges.
It is also important to leverage a mix of open-ended questions that encourage detailed responses ("Tell me about...") and close-ended questions that confirm specific skills ("Do you have experience with...").
These questions can reveal a candidate's level of expertise in relevant skills listed in the job description. You can also uncover areas where they might need additional training or support.
Can you tell me about a time you faced a challenge and how you overcame it?
Describe a situation where you had to work effectively under pressure.
Tell me about your experience with [relevant skill].
Understanding someone's work style helps see if they'll complement the existing team dynamic. Do you need someone independent or someone who thrives in collaboration?
How would you describe your work style?
Do you prefer to work independently or collaboratively?
How do you stay organized and manage your deadlines?
Strong decision-making is a cornerstone of many job roles. It encompasses critical thinking, problem-solving, analysis, and sound judgment - all crucial for success in most workplaces.
What steps do you take when making decisions?Tell me about a time you had to make a difficult decision. How did you approach it?
When employees feel comfortable and supported, they're more likely to be engaged and productive. A strong cultural fit can lead to better teamwork, communication, and problem-solving.
What do you know about our company and why do you want to work here? How would your colleagues describe you? Do you have any questions for me?
Asking these sorts of questions ensures you’re assessing a candidate’s fit on a deeper level, thus mitigating the risk of making a bad hire – a mistake which can be costly and time consuming for your business.
A candidate who is genuinely interested in the role will likely jump at the chance to elaborate on their qualifications and experiences. Their response can give you insights into their level of passion and motivation.
Is there anything else you'd like to tell me about yourself that's relevant to this position?
As you begin to ask these interview questions, it is important to examine how the candidates responds:
Do their answers address the question directly?
Do they provide specific examples and details?
Do their responses showcase the skills and qualities you're looking for?
Can they communicate their thoughts clearly and concisely?
Do they demonstrate genuine interest in the role and the company?
During behavioural questions, do they outline a clear thought process for tackling challenges? Do they showcase critical thinking and initiative?
Do they demonstrate composure and resilience when discussing challenging situations?
Do they highlight instances where they collaborated effectively with others?
How do I ask a follow-up question based on a candidate’s response?
If a candidate’s initial response leaves you wanting to know more or if you feel the candidate might not have painted a complete picture with their answer, there are some questions you can ask to dig a little deeper:
"Can you tell me more about...?" - This is a general prompt that encourages the candidate to elaborate on a specific point in their answer.
"What was the biggest challenge you faced in that situation?" - This helps you understand the complexities they dealt with.
"What specific actions did you take to...?" - This clarifies the candidate's role and approach in the scenario they described.
"Why did you choose that approach?" - This helps you understand their thought process for tackling a problem.
"What were some alternative solutions you considered?" - This reveals their problem-solving skills and critical thinking.
"What did you learn from this experience?" - This showcases their ability to reflect and learn from past situations.
What are some red flags to look out for in a candidate’s response?
Some of the red flags to look out for include vague or generic answers, unfamiliarity with your industry, dwelling on past negative experiences, shifting blame on others, heavy focus on salary and benefits, and contradictions between their resume and their responses.
What are some examples of illegal interview question to ask a candidate in Canada?
In Canada, it's illegal to ask job interview questions that discriminate against a candidate based on protected characteristics outlined in the Canadian Human Rights Act. Hiring managers should not ask the following:
Interview questions relate to race, origin or citizenship
Interview questions about the candidate’s age
Interview questions related to gender or sexual orientation
Interview questions related to disability
What are some common interview mistakes made by hiring managers?
Just like candidates, hiring managers should also be prepared for the interview. This includes having a clear understanding of the job description, a list of targeted questions, and an interview schedule that allows enough time for each candidate.
Everyone has biases, but it's crucial to be aware of them and avoid letting them influence your decision-making. Focus on evaluating the candidate's qualifications and how they align with the job requirements.
And remember that the interview is a two-way street. Don't spend the entire time talking about the company or the role. Give the candidate ample time to ask questions and showcase their skills and experience.
