Finding out if a candidate can do the job is easier to determine than whether the candidate will be the right fit for the job. The questions you ask in the interview process have to determine both. Your interview objective is to find out about the candidate:
- “Can-Do” Skills: Verify their experience and skills as soon as possible to get a clear impression of the candidate’s viability.
- “Will-Do” Skills: Find out about their values, culture, and temperament for the bulk of the interview process.
As interviewer, you play an important role. Keep these factors in mind as you prepare for the interview:
- Be polite and professional: Remember that you’re representing your company’s brand and image. Also keep in mind that the candidate is evaluating you, too!
- Be objective: Be friendly but don't get too chummy. Keep all your questions job-related so that your hiring decision is based on qualifications, not just personality.
- Don't talk too much: Allow candidates time to describe their skills and qualifications during the interview while you make sure you've covered all your questions and haven't missed anything.
- Watch nonverbal signals: Watch for eye contact. Does the candidate communicate confidence?
- Avoid personal questions: How can you keep the interview legal? It is illegal to ask questions that reference age, height/weight, marital status, disabilities, citizenship, arrest record, military service, etc.
Sample questions to ask:
- What makes you interested in this position?
- Tell me about your skills and strengths.
- Talk about your related job experience.
- How would you solve this problem…[ask about a specific scenario related to the job opening.]
- Tell me how you managed a work-related problem that you created?
- What new skills have you learned in the past year?
- What skills have been most useful in your professional life?
- How would you describe a great work environment?