You have found a few potential candidates for your open position and now it is time to interview them. In order to make sure that they are a good fit for your organization and the position, there are a few interview questions that you will want to ask. No matter what industry you are in and no matter what position the applicant is interviewing for, the following are generic enough to use in all situations and will give you a better insight on their personality and experience.
Why do you want to come work here at XYZ corporation?
This question helps you to see if they are just looking for a job or actually have some knowledge on the company, it’s culture, friends or family that work there, and interest in the company as a whole. If their answer stays in the generic arena about the position, then they may be focused more on the job and responsibilities and may not know much about the company. This is a good segway for you to tell them about the company, its growth over the past few years, its culture and environment, and where its goals lie in the upcoming years.
What experience do you have that is applicable to the position you are applying for?
This question helps you get a better understanding of how they communicate, what their past experience is and how they are competent for the position they are applying for. If they have little experience and are trying to “fluff” their answer, the answer will be generic or will be stated in the form of “they are looking for the on-th-job training/experience”. If this is the case and you are okay with that, then they are showing you positivity in learning new responsibilities. If you need someone to hit the floor running in the position, this should be an indicator that there is a learning curve with the candidate.
What are your strengths and weaknesses?
Although this sounds like a loaded question, it really is not. It helps you to evaluate what strengths the candidate brings to the table that you can utilize, since you will be paying them for a job anyway. It shows they can think on their feet. It shows that they can speak positively about themself without exaggerating. It also tells you about what they may need to work on. For example, if they state that their weakness is that they are a bad communicator, then you may not want them faciliotating meetings or being the liaison between departments. If they say they have a lack of knowledge in a specific area that is required for the job, then you can ask if they are open to training in that area.
What are your career goals?
The answer to this question will help you to evaluate if the candidate, again, is just looking for a job or is driven to work hard to move up in ranks within the company. Are they willing to take a lower position and get promoted within a given amount of time after proving themself? Are they looking to take over the company? You certainly do not want them taking over your job, but want some motivation as well.
Why should I hire you?
This is probably the most uneasy and difficult questions to answer, but a well prepared candidate will have a thought-out answer. They should sell you on heir education and background experience and why they are a better hire then your next interview. Try not to make hem uneasy. Give them time to answer.
Overall, the interview process should be a conversation and not a direct question and answer session without personality. Provide positive input and side notes when applicable to make the candidate feel at ease to opening up to you. You may find out some interesting information that you may not have gotten otherwise if you just simply ran through a list of questions that you didn’t care about.