A Look at Interview Questions Benefiting Company and Candidate
When a lot of people apply for a single open position, it is tempting to take a blanket ïHow would you benefit this companyï approach during interviews. However, that is a mistake, no matter how many, or how few, people you are interviewing. Your company should ask interview questions benefiting company and candidate. After all, many of your company policies are geared toward the well-being of employees. Starting at the interview stage further reinforces and clarifies your desire to have happy, productive employees. By asking questions that show concern about candidates, you show that your company cares and you help ensure the most compatible fit. You could even think of these questions as a gift that prompts folks to think about their career progression in a different light.
Speak to Candidates’ Hearts in Addition to Their Minds
For both you and candidates, the most practical aspect of interview questions benefiting company and candidate is the fact that you, ideally, get to speak with candidates’ ïtrueï selves. Not their interview selves, the selves who have labored for hours to rehearse sound bites and to polish rough edges. When both of you are honest and authentic, you boost your chances of a long-lasting job fit.
To get started, select a question along the lines of, ïSo, you’ve had an interesting career. I’d love to hear about your career progression up to your most recent position at ABC Business.ï
The next step requires follow-up skills. You want to get some idea of the reason this person left ABC Business, or if she is still employed there, why she is planning to leave. The most important thing is to pick up on whether the leaving is voluntary (for example, the candidate wants to work for a smaller, more intimate business) or involuntary (the candidate was laid off, asked to leave or officially terminated).
Delving into the reasons the candidate has left, or is leaving, her job is an excellent springboard into discussion on what she wants out of her career now. Ask something like, ïAs many people’s careers progress, their criteria for choosing jobs changes. Different things matter more, while others matter less. I’m curious, what are your current criteria for choosing your next position and employerï It’s very possible that a candidate has never actually thought about question. She may have known a few of the answers on an instinctive level (for instance, a shorter commute, better pay), but now she must actually articulate what factors are affecting her decision. You may have just done the candidate a huge favor.
Interview questions benefiting company and candidate help candidates think about their own goals.
After the candidate answers your criteria question, it’s time for both of you to get an idea of where her priorities are. You could phrase your question like this, ïPeople tend to look for any of four key priorities when applying for jobs. A, they’re seeking a certain level of compensation and benefits, B, they want enhanced work-life balance, C, they want to do more with their skill sets and abilities in a lateral position, or D, they want upward progression that brings more responsibilities. All four have their own place, of course, but for you, which two are most important right nowï
This question should prompt in-depth thinking and discussion; many candidates, when asked this, consider their personal values. Again, these values may be something they always knew existed on some level but may be something they never thought to sit down to articulate to themselves.
Spark More Discussion
Among the interview questions benefiting company and candidate, this is a really good one: ïIf you accepted this job with our company, how would you explain your acceptance five years from now to a potential employer How does the job figure in the picture of your overall career progressionï It’s definitely a helpful question and food for thought for a candidate who may not have considered the situation in this exact light. The candidate just might come away from the interview with a different perspective of her criteria and career goals, thanks to interview questions benefiting company and candidate.
Don’t be afraid to branch out with other questions that spark discussion. For instance, if someone seems overqualified, you could say, ïYou have the skills we need for this position and then some more. You could be seriously considered for higher-level positions at many companies. What would make you happy about accepting this lateral position insteadï
When you interview with the needs of a candidate in mind in addition to your company’s needs, your interviews will be more effective. As you make these all-star hires, turn to the resources here at Mighty Recruiter for guidance.