5 top interview questions to ask a candidate

Reflect on your interview skills from last year. Did they help you uncover the crucial details needed for informed hiring decisions? It might be time to revisit your overused questions to ensure they achieve this goal. Remember, interviews are a two-way street, as candidates also evaluate you as an employer of choice.

By brushing up on your interview skills, you can ensure a more effective and engaging process for both parties. This ensures the candidate is at ease and will leave with a positive, informative experience. Here are some important questions you’ll want to include when conducting your next interview.

Can you tell me more about yourself?

This is a great way to start the conversation and can also serve as an icebreaker to help the interviewee relax. It provides a general overview of how they see themselves as a professional before you dive into the specifics. It also helps connect the dots on their resume, allowing you to understand not just what they have done, but also why.

Why do you want to work for us?

Ask the candidate what they know about your company and fill in any necessary blanks after their response. This helps gauge whether they have researched what makes your company unique. Give them an insight into what life is like at your company so they can envision working there.

Describe the company culture and what makes it a great place to work. Mention any industry accolades setting you apart from the competition. Highlight any interesting or well-known projects you’ve been involved in. Candidates often get excited about the prospect of working for a renowned market leader in their field.

What are three things that are most important to you in a job?

Employers scrutinize qualifications and skills without properly evaluating how well the candidate will fit in with the organization. You’ll want to brainstorm the keywords that describe your team and company culture. For instance, you may work at a close-knit organization where everyone is friendly, and team spirited. Ask insightful questions that reveal the candidate’s attributes, such as, “Can you provide an example of a time when you effectively collaborated with a team?”

When you had to work with someone who was difficult to get along with, how did you handle interactions with that person?

Assess the candidate's soft skills. Soft skills are inherent personality traits that are trickier to teach and harder to measure. Think about which soft skills would be of benefit to the role, for example, strong conflict resolution and problem-solving skills. Think about the attributes the previous job holder had which were beneficial to the role, and which weren’t.

What are you seeking to accomplish in your career?

Think about the opportunities available within this role. A successful candidate might have the opportunity to enhance their skills and advance their career within your organization. Will this candidate take advantage of the opportunities available?

You should also find out what their expectations are for training and development opportunities. Internal progression and development should be a core part of your staff retention strategy and a key driver of company performance.