Gone are the days when interviewers stuck to a list of interview questions to ask about the candidate’s strengths, weaknesses, etc. Recruitment has come a long way and as a hiring manager/interviewer you should know that an interview isn’t an interrogation—it should be a comfortable conversation.
But, how would you make it a breezy meeting while capturing the essence of the person in front of you? If this is something that gets you a bit perplexed, here are some pointers for you to come up with better interview questions for your next interview.
1. Ask forward interview questions
A mistake many interviewers make is asking vague interview questions. This will only make it difficult to interpret the person. For instance, you’ll often see gaps on a candidate’s résumé. Ask directly what was the reason behind that gap. You can also ask whether they’re planning on taking a gap like that again after the recruitment.
This way, it’s easier to know if they have hidden skills, habits, or intentions that may make or break your company.
2. Start your open-ended questions with “How”
Resorting to closed-ended questions can create heaps of confusion. It will only create a situation where your subject will just answer with a simple yes or no or one word. Instead, stick to open-ended questions to which your interviewee will be required to talk.
When you apply the word How to these questions—you can get more information from your candidates. For example, your questions might be, ‘How did you learn that skill?’, ‘How do you think you can help make a positive work environment here with us?’, ‘How do you normally respond to stress?’, etc.
3. Mix it up
As mentioned above, your interview shouldn’t be rigid and come off as unwelcoming. That’s the last impression you should give your potential candidates. Therefore, alongside your in-depth interview questions, throw in some light-hearted questions as well.
You can start by asking whether they have skills, interests, or hobbies outside work. Ask if they prefer to learn more things. This may help you understand what sort of personality you’re about to hire. Also, it’ll hint if this person is open to growth.
4. Ask more follow-up interview questions
Asking a broad question might be too complex for both the interviewer and the interviewee. For instance, if you ask, ‘What made you quit your previous job?’—the answer would be long.
Instead, what if you ask, ‘Tell me a bit about your previous work experience.’ Then you can ask follow-up questions such as, ‘What have you been able to learn there?’, ‘How was your boss?’, and ‘Why did you finally want to quit and start again?’
These follow-up questions can reveal more about your candidate. Especially if they’re holding any grudges against their previous employers, focusing on negative experiences, or what they’re looking for from your workplace.
5. Ask about the candidate’s actions
Although your candidates can write anything on their résumés, the truth might be rather far from it. If they’ve added their skills, you can ask a particular question about a personal project they’re proud of, their habits or their practices.
Then naturally they have to elaborate on that. Consequently, you’ll understand if they are capable of actually executing the skills they’ve mentioned in real life.
Undeniably, there is no one-size-fits-all formula for crafting interview questions. Be that as it may, we can certainly improve our questions according to these general tips.
The rule of thumb is to maintain asking straightforward questions that’ll produce the answers you seek and make a pleasant environment for your candidate simultaneously.
This will help you carry out a fruitful recruitment process and choose the best candidate to fill the vacant positions.
Want some great interview Questions?
Our Professional Recruitment Team & Agoge internally have some pretty great interview questions which we are happy to share. If you are interested reach out to Lisa Shaw 029 226 8862 or firstname.lastname@example.org
Agoge is a values driven human resource company that is passionate about helping employers source people who fit into their teams, are productive and stay longer.