7 Essential Interview Questions Every Employer Must Ask

You can learn a great deal about the candidate’s level of preparation, background research and their ability to present themselves and a reasoned argument with this one tried and trusted interview question.

• Did they take the time to look into your firm?
• Do they truly understand what you do?
• Or did they just take a quick glance at the ‘About Us’ page?

More impressive candidates will have done their homework.
(Of course, just because a candidate is prepared, doesn’t necessarily mean they’re the best person for the job. But at least they’re passionate.)

1. Why do you want to work for our company?

We always condemn those horrible old clichés, yet this question crops up over and over again. Why?Because it’s one question that every single candidate should have considered in advance.

They should have researched the company and taken the time time to understand the role, tailoring a satisfactory answer (preferably a brilliantly convincing one) to make sure that they ‘seal the deal’.

2. Describe a time when you exceeded expectations…

 This really is your candidate’s chance to shine, boasting about that time they won ‘Employee of the Month’ or completely smashed it in a sales challenge.

In fact, if you listen carefully, the answer to this essential behavioural question will also reveal an awful lot about the candidate’s core values.

3. Tell me about a time when you made a major mistake?

 

It’s a twist on my old favourite: “What is your biggest weakness?”
But rather than asking this awful cliché and thus receiving an awful response like ‘I’m a perfectionist,’ this question will yield a real example of overcoming adversity.
Or not as the case may be.
Nobody is perfect and everybody makes mistakes;  how we react to them is a critical part of the job and can prevent a bad day at the office turning into a real crisis.

4. Describe a time when you missed a deadline…

 I’ve said

 it before and I’ll say it again… people miss deadlines. (I do – don’t you?)

This pretty harsh question will reveal a number of things about your candidates…
It’s important to know that a potential employee can cope with pressure, without losing their cool.
Listen carefully to the response and watch out for anyone who clearly panics, gives up tasks easily, lays the blame on others or runs straight to their Manager at the first sign of trouble.

5. Where do you see yourself in five years?

If you want an ambitious linchpin for your business, then look out for positive answers that show real commitment to growth and progression.
If you want a more laid back candidate, look for uncompetitive answers that show a willingness to settle down into a role.
You will need to watch out for candidates who state their desire to be in your position are clearly very confident (if not arrogant) and are exhibiting a dominance that could cause trouble in the future.

6. Describe a time when you dealt with conflict at work…

 You definitely want to know whether a prospective candidate is more of a trouble-maker or a conflict-resolver.

One of the most common reasons for new employees failing probation is because of an argument with colleagues, that shows that it happens a lot more frequently than you would think!
And considering the real cost of hiring a new employee, the monetary consequences should be enough to put you off a gamble.
Anyone who shows a willingness to accept some responsibility and goes about solving issues fairly, sensitively and calmly is a keeper!
Look out for anyone who attempts to scapegoat and badmouth others.

7. Do you have any questions?

This is my all-time favourite interview question.
There’s a reason why recruitment guides, blogs and consultants always advise you to end with it.

 

 

 

 

 

 

SOURCE: www.coburgbanks.co.uk