The way that you interview sets the tone for your entire company culture. Your hiring process and how you choose new team members determines not only who joins your team, but in what context. This means that careful, evolved hiring is necessary to nurture a positive company culture that reflects the equality that is so vital for modern teams.
Whether you are a recruiter or hiring manager, screening for the best candidates in a fair and equal way requires asking the right questions. These questions should delve into the depths of each person’s working style, preferences, approach to teamwork, and ability to problem-solve. You are also looking to determine how they might handle the responsibilities, projects, and deadlines that go along with the role.
Let’s spotlight sixteen excellent that are leading the modern 2023 hiring market and representing brands at their equitable best.
1) What specifically attracted you to this position or company?
Asking why a candidate applied is a great opener. While you already know they would like employment and an income, each role is unique. Your candidate’s answer to this question will inform you about their personal interests, the keywords they focused on, and even what they expect to enjoy about the job (which may surprise you).
This answer will also give you insight into how well your job descriptions are attracting candidates and how to hone your next job listing. When looking for the right person or building your employer brand, knowing what is most appealing about your job advertisements matters a great deal.
2) How has your previous experience prepared you for this role?
College degrees, certification, and formal training are all taking a back seat to those who can rapidly learn the latest skills necessary in an evolving business world. However, everyone has had experiences that can inform their expertise and ability to perform the role with minimum initial training.
This question oversteps the college degree matter by asking the candidate to outline what they have learned and done in the past that they believe translates to capability in the role you are hiring for. Their answer will not only inform you of their past experience, but also how well they understand the demands of the role.
3) Are there ways that your previous position failed to fit your expectations?
Every job has pros and cons which may be different from one person to the next. By asking this question, you gain insight into the candidate’s internal priorities and motivations and what might cause them to stay with a job or leave if your company has traits similar to those described.
You may hear about why the candidate is leaving their latest job, hear a lighthearted joke from someone with a sunny disposition, learn that a candidate is too diplomatic to comfortably trash their employer to an acquaintance. All responses are informative and may be useful in determining if your workplace will be a positive change for them.
4) What was something you have learned from a significant failure or disaster?
As an employer, you need to know how a new team member might handle failure – their own, others’, and environmental setbacks. One of the best ways to catch a glimpse of future coping capabilities is to ask about personal growth. Instead of asking for a story about failure, ask what your candidate has learned or how they managed a situation of significant failure in the workplace.
5) What are you most passionate about, inside and/or outside work?
Passion is an excellent trait in an employee. The capacity to feel passion and having something currently to get excited about keeps a person lively and engaged in everything they do. Ask about your candidate’s passion, what they are passionate about this year and what they are passionate about in the role.
Some will respond with an enthusiastic explanation for what they like best about the work, but this question also leaves the door open for younger or less directed employees who may have off-time passions that keep them fueled and re-energized for the work week.
[1 of 3 – Continued in Part 2]
