Interview Questions To Ask Employer – 16 of the Best Job Interview Questions to Ask Candidates (And What to Look for in Their Answers)
When interviewing people to join your team, you have to be creative – after all, there are only so many questions, like “What’s your biggest weakness?” and “Are you a team player?” reveal who your candidates really are. But what are the best interview questions to ask that will help you discover your candidate’s strengths, weaknesses and interests? To help give you some ideas for the next time you meet a job candidate, here are some of the best job interview questions to ask, along with good answers to each question. Good Interview Questions What project or task would you consider your most important career achievement to date? Is it better to be perfect and late, or good and on time? Tell me about a time when you were wrong. Tell me about a time when you set yourself difficult goals. What have you done professionally that is not an experience you would like to repeat? What is your definition of hard work? Who is the smartest person you know personally? Why? What is the biggest decision you have had to make in the last year? Why is it so big? Tell me about the relationships you had with the people you worked with. How would you describe the best ones? The worst? In five minutes, you could explain something complicated to me, but you know right? If you were to poll everyone you’ve worked with, what percentage wouldn’t be a fan of yours? What is something you would be happy to do every day for the rest of your career? If you had $40,000 to build your own business, what would you do? Introduce our company to me as if I were to buy our product / service. What has surprised you so far in this interview process? Do you have a question for me? Questions to Test a Candidate’s Honesty and Ownership 1. “What project or task would you consider your most important career achievement to date?” Lou Adler, author of The Essential Guide for Hiring & Getting Hired and Hire With Your Head, spent 10 years searching for the best interview question to reveal whether or not to hire a candidate – and here we are. A good answer to this question: Candidates’ answers will tell you about their past success and sense of ownership. A great answer will show that they are confident in their work and career choices, while being humble enough to show that they care about the company’s success. For example, if a candidate has created a sales or marketing campaign that they are particularly proud of, listen to them explain how it benefited the business. Helped the company sign a major client? 2. “Is it better to be perfect and late, or good and on time?” If your candidate says “It depends,” listen to them – the interview question itself is worded so that candidates feel there is a right and wrong answer, and they will be looking for signs from you that they are move in the right direction. A good answer to this question: For most companies, the correct answer is “good and on time.” It is important to let something end when it is good enough. Let’s face it, every post, email, book, video, etc. it can always be adjusted and improved. At some point, you have to send it. Most managers don’t want someone who can’t meet deadlines because they’re paralyzed by perfectionism. However, try to remain neutral as they feel their reaction. They may not be able to relate to work that is measured by quality and deadline only, but it is important that they are able to express how they prioritize their tasks. 3. “Tell me about a time you were wrong.” Oldie but goodie. This is proven proof of self-awareness. (Honestly, well-prepared candidates should see it coming and already have an answer.) Someone who owns their mess and learns something from it is usually humble and thoughtful. Candidates who blame others or give a “fake” screw-up (something like “I work too hard and burn out.”) are red flags. A good answer to this question: A good answer to this question will do two things well: Admit a genuine mistake. Often, candidates will dress up a mistake with self-praise or an excuse to avoid appearing weak. For example, “I was so committed to X that I ignored Y.” On the contrary, good answers will only show that they have miscalculated, plain and simple. Explain what they learned from it. It’s one thing to screw it up, but it’s another thing to take that screwing up as an opportunity to improve. Great companies learn more from failure than from success – candidates who also learn are exactly what you need to grow. We are committed to your privacy HubSpot uses the information you provide us to contact you about our relevant content, products and services. You can unsubscribe from these communications at any time. For more information, see our Privacy Policy. Recommended Resources 100 Interview Questions: An Exclusive Compilation Fill out the form to view the collection of interview questions. Questions to Test a Candidate’s Work Ethic 4. “Tell me about a time when you set difficult goals.” If you’re looking for a goal-oriented, results-oriented candidate – as most hiring managers are – this question will help you gauge whether they’ll be able to handle the bold goals you have in the shop. Ask follow-up questions such as “What did you do to achieve them?” Ask the candidate to walk you through the process and purpose of the goals they have set for themselves. A good answer to this question: A good answer to this interview question shows that they understand what difficult goals are and that they put a lot of effort into achieving their goals while maintaining a high standard of work quality. Listen for responses that describe a high goal and show why that goal challenged their usual targets. Answers that admit that the candidate has not achieved this goal can also show self-awareness and confidence despite the lack of success. 5. “What have you done professionally that is not an experience you would like to repeat?” A candidate’s answer to this question will give you an idea of how they viewed the work they were not very happy with, which will happen to everyone in every job at one point or another. A good answer to this question: Michael Redbord, HubSpot’s vice president of customer service and customer support, says that candidates’ answers generally fall into a few categories: something low-key (eg, stuffing an envelope). Pay attention to see if they understand the value of this to the business, or if they think they are too good for such a job. Something very hard. Why was it difficult? Is it because it was poorly designed, poorly executed, or something else? Where do I blame that it was such an unpleasant experience? Something about the team. Follow up with questions about the team, what their role was on the team, and so on. Even the category of what they consider an experience they would not want to repeat is interesting, Redbord said. When you talk about extreme experiences that move people, it can be very revealing. Note, however, that good answers don’t have to fit into any one category—what matters most is whether they got value from the experience, despite a lack of interest in doing so again. 6. “What is your definition of hard work?” Some organizations move at a very different pace, and this question is an effective way of telling whether your candidate will be able to keep up with the rest of your team and add value to your team. It also helps you identify someone who is a “hidden hard worker”, meaning someone who might currently be in a slow-moving organization or in a role that isn’t right for them, but the he wants to work somewhere he actually can. . hands get dirty. A good answer to this question: A good answer should not produce evidence of hard work – rather it should reveal whether your candidate knows what it takes to do something and solve the problems they were designed to solve. Answers that talk about working hard by working smart are also great. Always listen to this – working to find the best way to do something is often as important as the task itself. 7. “Who is the smartest person you know personally? Why?” These questions test what the candidate values and aspires to by forcing them to think of a real person they know and then express what makes them clever A good answer to this question: Ideal answers vary, but could include specific examples of the person
Interview Questions To Ask Employer
Top interview questions to ask employer, second interview questions to ask the employer, employer interview questions to ask, nurse interview questions to ask employer, 2nd interview questions to ask the employer, nursing interview questions to ask employer, phone interview questions ask employer, exit interview questions to ask employer, top interview questions to ask an employer, questions to ask employer during interview, second round interview questions to ask employer, unique interview questions to ask employer
