Written by Guest Author | February 2, 2015
Getting your interviews right is naturally essential if you are recruiting staff. However, the effectiveness of those interviews is likely to be a little hit and miss if you don’t organise the questions that you ask into certain core ‘types’.
How much good, for example, is a “yes” or “no” question? The short answer is, not much at all. You will want your interview questions to glean as much useful information as possible.
In that spirit, here are the best types of question to ask.
Seemingly basic or even irrelevant questions can reveal a lot about your potential employee – as long as you know what to look for. You could ask them to “Tell me about yourself”, or perhaps “What are your hobbies and interests?” or “How did you hear about our company?”
The candidate’s answers to these questions can show evidence of the personality traits that could – whether directly or indirectly – affect performance on the job.
With good teamwork being essential to most day-to-day tasks in the workplace, you owe it to your company to also probe the candidate on how they would deal with such situations.
Simply asking them to tell you about a time when they worked with others to accomplish a task may be sufficient to indicate whether the candidate is a potential managerial star of the future. It’ll show you whether they have leadership ability and if they can manage a team to get the essential work done at the right time.
Handling conflict situations
It’s inevitable from time to time in the workplace that personalities will clash, with potentially hugely damaging results. That makes it a great idea to ask questions designed to reveal whether the candidate becomes aggressive when challenged, whether they are open to compromise and/or whether they insist on doing things their way.
However, these questions don’t have definite right or wrong answers – it all depends on the kind of person that you are seeking for your particular role and team.
Ending an interview with the classic “Do you have any questions of your own?” is perfect for indicating the candidate’s true interest level and what preparation – if any – they have even made for the interview. Be wary of any questions that look like they’ve been lifted from Google, if you want to be sure that your chosen person is looking beyond the pay packet.
Although these four categories should only be taken as a guideline, they can nonetheless be invaluable to your work of recruiting staff.