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, which is why it’s important to make sure you have a plan before you sit down in the interviewer chair.
Break Down the Skills
As you formulate your questions, your objective should be to first find out about a candidate’s “Can-Do” skills. You want to identify their experience as soon as possible to get a clear impression of their viability.
After that, you want to spend the bulk of the interview process focusing on a candidate’s “Will-Do” skills. This is where you focus on their values, culture, and temperament to determine whether they are fit for the position.
As interviewer, you play an important role. If you set the wrong tone, you could jeopardize your ability to assess candidates. 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:
Here’s a breakdown of the types of questions you can ask to get to a candidate’s “Can-Do” skills:
- Tell me about your skills and strengths.
- Talk about your related job experience.
- What makes you interested in this position?
Once you understand whether a candidate can do the job, now you want to hone in on their willingness to do the job well. To dig deeper, ask questions such as:
- 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 motivates you?
- 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?
Put Your Sample Interview Questions to Work Today
When it comes to interviews, it pays to be as prepared as possible. Not only will this put you at ease, it’ll also make the interview go more smoothly. But beyond preparing your questions, what else should you do? That’s where it helps to have expert interview tips and recruiting insights. At Monster, that’s our specialty and we’re ready to help. Stay connected with us and you’ll get free access to the vital recruitment tools you need to make sure you’re hiring the best talent regardless of the job market.