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When hiring a new employee, it’s important to ask the right questions. There are some interview questions that are a given; we all know how to put a good spin on the classic greatest weakness question. It’s also expected that you’ll have potential employees review their job history and qualifications. But how do you really dig into what makes someone tick as an employee, and how do you determine if they’ll be a good fit for your business—not only in terms of their skills, but also their personality, and as a part of your company culture? To help you come up with the perfect list of interview questions to ask potential employees, I’ve divided this list into five categories: personality questions, culture fit questions, background and work experience questions, work habits and working style questions, and career goal questions. Be sure to check out my article on How to Hire Your First Employee as well. Pick and choose a handful that feel most applicable from each list, or ask them all (though that would be a lengthy interview indeed). With a well-rounded list of interview questions, finding the perfect candidate for your open position should be no problem at all. Personality interview questionsIt’s a good idea to get a sense of what your potential candidate is like as a person, in addition to their skills as an employee. A lot of this comes down to what kind of person you want working with your company. Ability to do the job at hand only goes so far, and drilling down into the personality traits and motivational goals that your candidate holds will give you a more holistic view of them as a person. Take, for example, the question, “Give me an example of a time you did something wrong. How did you handle it?” Now, this question isn’t just about workplace mistakes, and should be framed in such a way that it gives them a chance to tell you about a time in their lives where they felt they were in the wrong. Maybe your candidate will tell you about a time they let a friend down, and had to make up for it; this gives you a sense that they are able to take responsibility for their actions, and make amends. Other answers may reveal a
potentially toxic employee; for example, if their answer to “Who is your hero?” is, say, Darth Vader, you may want to steer clear. Personality questions to ask job candidates:
Culture fit interview questionsBuilding on the idea that hiring for personality is at least as important as hiring for experience (and sometimes more so), hiring an employee that fits in with the culture you are trying to establish is extremely important. The “right” answer to many of these questions will depend on the culture of your business, or the culture you would like to build. What does your company look like, and what does ideal company culture look like for you? If you’re just starting out, get a sense of how to answer these questions for yourself first, before you begin asking candidates. For example, if you strive to create a company culture where employees are like family, and routinely grab a meal or a round of drinks after work, a job candidate who expresses distaste for workplace functions and social gatherings might not be a great fit. Look out for areas where your style of running an office and their preferred work environment overlap, and where they clash. This can
be the hardest thing to get right, because while someone may be a great employee on paper, the two of you also need to share a similar philosophy about what makes a place great to work for. Culture fit questions to ask job candidates:
Background and work experience interview questionsHere, we get into the more traditional interview questions, where you’ll get into the nitty-gritty about what makes this person qualified to perform the tasks at hand. In a sense, these should be the easier questions as they should demonstrate clearly whether or not the job candidate has the necessary skill set you are looking for. Be sure to ask enough questions that you get a well-rounded view of their skills, and provide opportunities for them to show you their aptitude. Most of these questions will require tailoring, depending on the position you are hiring for. Work experience questions to ask job candidates:
Work habits and working style interview questionsOnce you’ve gotten a sense of whether or not your employee is qualified to do the job you want to fill, take some time to determine what kind of worker they are. This series of questions is a bit of everything: it looks at personality, the culture they work best in, and a little bit of their background as an employee. Where it differs from the previous categories is by focusing on your potential new hire’s work style. Are they more detail oriented, or are they a big-picture thinker? What are their strengths and weaknesses as an employee? How do they deal with difficult coworkers? These kinds of questions inform what type of employee you’re dealing with. As with personality and culture, it comes down to a matter of fit. Do you prefer someone who works best collaboratively, or who keeps to him or herself? Do you want an employee who directly addresses a conflict with a colleague head-on, or who goes through you to resolve it? There are no right answers here—it depends on the type of employee you’re looking for. Work habits and working style questions to ask job candidates:
Career goal interview questionsFinally, get a sense of where your job candidate sees him or herself going in life. What is their required salary for the current position, and tentative career trajectory? What are their big-picture dreams? Answers to these questions will reveal a lot about your interviewee’s longevity as an employee, and their long-range goals. If they mention that they’d like to move up within the company, that could signify that they’re ready to work hard and could potentially be built into your business as an integral, foundational member—but what if you don’t have a vacancy for them to grow into? Again, the “right” answers will depend on your business and the role you are hiring for, so keep that in mind and have a sense beforehand of what the deal breakers are—for example, if you know you’d rather hire someone for the long haul, and they tell you that their five-year plan involves starting up their own company within the next few years. Career goal questions to ask job candidates:
Which questions do you think are most helpful when it comes to hiring new employees? Have you had better luck focusing on personality or work experience? I’d love to hear your thoughts in the comments, or on Twitter @Bplans! Briana is a content and digital marketing specialist, editor, and writer. She enjoys discussing business, marketing, and social media, and is a big fan of the Oxford comma. Bri is a resident of Portland, Oregon, and she can be found, infrequently, on Twitter. What are the top 10 questions to ask an interviewee?25 Top Questions To Ask An Interviewee (2022). What attracted you to apply for this position? ... . What steps do you take when making decisions? ... . What has your typical role on a team been? ... . How would your colleagues describe you? ... . What motivates you to work? ... . Name a work accomplishment that makes you proud?. What are the top 5 questions to ask an interviewer?Smart questions to ask about the interviewer. How long have you been with the company?. Has your role changed since you've been here?. What did you do before this?. Why did you come to this company?. What's your favorite part about working here?. What's one challenge you occasionally or regularly face in your job?. What questions should an employer ask in an interview?20 best employer interview questions to ask candidates (general). What are your strengths and weaknesses?. What attracted you to this particular role / company?. What can you tell me about our company? ... . What is your biggest achievement to date?. Tell me something about yourself that isn't on your CV.. What are 5 unique questions you can ask at the end of an interview?20 smart questions to ask at the end of your next job interview. What do you personally like most about working for this organisation? ... . How would you describe your organisation's culture? ... . Can you tell me about the kind of supervision you provide? ... . What have past employees done to succeed in this position?. |