There have been a lot of horror interview stories and people who have recently graduated are really scared when it comes to giving interviews. But if you are the employer and you are looking to hire employees, you should choose the professional approach and avoid any questions that are irrelevant. Some questions change from time to time but some things remain the same. Here we have 10 essential employee interview questions you need to ask if you have given the task of being an interviewer. These questions are answered here as well for better understanding. Let’s see them below:
1- Tell me about yourself?
The most common and obvious question that you should ask from a candidate is “tell me about yourself”. This question is an open-ended invitation to make the candidate initiate talking. The candidate should stick to the main things and avoid any personal information that is unnecessary. Education and career aspects should be told. While the candidate is telling you about himself/herself, make sure you’re prepared with a smart response to build a connection.
2- Have you read about the job description and our company? How will you be contributing?
When you ask this type of question, you will be able to know who has done his/her homework and who didn’t.
Those who have really prepared for the interview will start immediately and use this opportunity to shine and stand out. This is good. That means the candidate is interested. But those who haven’t done any homework and show up will stumble and try to put some generic response to cover for their negligence. However, sometimes the candidate has a good persona overall and if he knows the job well, you can forget the company information.
3- Why should we hire you?
This is a leading question that is crucial to check the candidate’s confidence as well as his/her determination. Again, it is an open question and people can answer differently. The interviewee can do a great job explaining how his/her unique experience, education, industry credentials, and personal interests will empower your business if he/she is hired. As the interviewee is telling these things, you’d be able to see which candidate has more potential.
4- What are your strengths and weaknesses?
You should definitely ask for strengths and weaknesses. Although no one is going to say that they are lazy or procrastinate too much. But they will have to answer a few things. As a candidate, you should say the truth but don’t exaggerate or make it negative. Be logical and say that you are working on your weaknesses.
5- Where do you see yourself in six years?
If you want to spot a true talent, you need to know if this candidate is in this for the long haul or someone who quits when things get hard. Ask this question and let the candidate explain. Things like why he/she joined this field, what they plan to do in the future, and how this job contributes to those future goals. Can you chase your dreams with us?
6- Any personal or professional achievement are you most proud of?
Candidates want to impress you to seal the deal for the job. They will be ready to talk about their professional or personal achievements. So, let them talk about it and they will probably reveal their competitive nature and you can understand where their strength lies.
7- Have you had any difficult experience or conflict at your workplace? How did you deal with it?
Having difficulty or conflict at a workplace is common. There is nothing to be ashamed of. Encourage your candidate to talk about it. If he/she has experienced something, he/she will be able to answer it perfectly. Hearing about how he/she dealt with it is what’s important.
8- Do you prefer to work independently or on a team?
Unless you’re planning to hire a very professional person who would have to work alone, pretty much every job requires you to interact with others. So, ask them this question and know their versatility and approach towards working with others.
9- Tell me about what motivates you?
By asking this question, you will determine if the interviewee’s answer matches the position and your corporate culture. If it does, you have your best candidate.
10- What frustrates you?
Slowly get back to your point and right before the salary, paystubs, insurance and benefits, ask away what frustrates you. Every job has a bit of diplomatic flare, see how much he/she can handle.
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