Most Common Interview Questions that You Need to Ask
What really does a company need to thrive? The answer seems simple, great employees with caliber and potential. But it often becomes difficult for the HR managers to recruit top talents.
There has been a significant rise of millennials joining the workforce. And there are people with exceptional skills and experience. Recruiters often look out for candidates who understand the company goals and what it wants to achieve.
And a huge part of the process is dependent on asking the right questions during the interview. Coming up with the right questions to ask during recruitment can create a lot of pressure and stress. The questions you ask will decide whether you have chosen the right candidate for the job.
Interviews are conducted so that you have a better understanding of the candidates’ potential. And how that candidate will help you in achieving the goal of a company.
Usually, 36% of HR managers look for multitasking skills; 31% look for the initiative; 21% look for creative thinking.
Recruiters should also look into how a candidate presents themselves during an interview. Dressing up well should not be the only parameter that a manager should look for. Behavioral aspect and body posture should also be kept in mind. 20% of interviewers said that candidates who sat with their arms crossed during their meetings were not considered for the role.
A lot of factors and parameters should be considered when you hire a new recruit in your company. It is important to recruit the top talents at your side. They can work towards the goal your company wants to achieve.
Common questions you need to consider asking during an interview:
Let us take a look at the top common questions that an HR manager needs to ask during an interview.
1. Tell Us About Yourself?
As a recruiter ask this question to break the nervousness that a candidate might be carrying. This question is usually asked to make the candidate feel more relaxed throughout the interview process.
This way a candidate can answer your questions with much more fluency and confidence.
2. How did you hear about this job?
Being a hiring manager you would like to know how a potential candidate came to know about the job opportunity. This question is posed basically to know more about your advertisement strategies. It may be an article you posted on social media or a digital advertisement.
The answers to this question give you a greater idea about which strategies were successful and which were not.
And, how such advertisements will help you recruit top talents in the future.
3. What do you know about the company?
Any candidate can read about an organization at their website, research about the company and gain the basic knowledge. This does not really mean that they are driven towards the goal you want to achieve.
You should ask this question if you really want to know that a candidate is inclined towards the company target. This question will make sure if they are interested in your company and they really want to join the organization.
4. Tell us how you will tackle a challenge or a conflict at work?
This is one of the few behavioral interview questions that you can ask. It might seem tricky but it will help you analyze a candidate’s presence of mind.
Depending on the answer, you can assess their leadership quality and problem-solving skills. It is very vital for a company to hire candidates with these qualities. They will help your company boost the company culture and relationship in the workplace.
5. Tell us about the toughest feedback you have received and how did you learn from it?
Most of the candidates do not come prepared for such a teaser question. A more clichéd version of this question is, “What are your weaknesses?”. Which is more predictable and scripted.
This is the best alternative you can ask a candidate. Moreover, with this question, you can have a greater insight into their flaws and how they learned from this.
6. What makes you stand out from others?
Self-promotion is never easy for candidates and posing such questions in front of them will create the difference. The good candidates will keep away this discomfort and will be able to point out their strengths.
A good candidate will be able to find that middle ground between a lack of gumption and excessive self-promotion.
This lets you assess a candidate’s confidence and pick the right candidate for the vacant job for the long term.
7. Where do you see yourself in 5 years?
Ask this question to candidates to check whether they have future plans or not. The answer you must seek should be honest and specific.
If the candidates have really set their future career goals then they will be confident about answering it. This shows their honesty. A trait every employer wants in a candidate before recruiting.
An honest employee will create a good working environment within the organization.
8. If you started the job tomorrow, what would be the first thing you would do?
This question should help you get under the skin of the candidate to determine whether they have some understanding of the company’s mission, vision, and values.
The answer the candidate gives will provide insight into whether you would be able to leave them to work on their own initiative.
Their answer will also demonstrate just how much they want to work for your business, how much they have read through and digested the job description.
9. How would your former colleagues describe you?
A good candidate will realize that this is a fabulous opportunity to really sell themselves. They will give solid examples of how somebody has commended them for leadership or teamwork in the past.
What you don’t want to hear as a recruiter are personality traits of an applicant.
This is a crucial question to see whether a candidate is a good fit for your company and the culture you have.
10. Tell me about a project that you have done and how it helped to increase productivity?
You are not really asking someone if they have done something, but really to explain how they have done it.
Here, you would want an explanation about how it was done, resulting in a good positive outcome. And how that project helped to improve the relationship among team members.
This will basically show a candidate’s management skills which are very necessary at the workplace.
11. If you were me, what would you like to ask?
This is a fantastic way to end the interview and if the applicant is smart then they should realize that this question will put them in the driver’s seat. Because it will be a good opportunity for them to showcase some of their other strengths.
You will also get some interesting insight into whether the candidate is able to think on their feet or if they will simply utter something that they feel you would like to hear.
Summing it up:
Grabbing top talents for an organization can be a big headache for an HR manager. You have to look out for a candidate’s greatest strength and greatest weaknesses while recruiting.
There are chances that you might miss out on good talented candidates if you do not assess them well during interviews. Job interview questions are very vital while recruitment. The questions you ask will determine which applicants are a great fit for your company and how will their work affect the organization's bottom line.
So, before stepping out for an interview session be specific about what you ask and how it will help in recruiting top talents.