Why are certain things revealing
Insightful Interview Questions: Why You Should Ask Them, and What the Answers Tell You
For example, let's say you've already reviewed all of your résumés and paid special attention to sometimes subtle clues that suggest applicants with real potential. You have prepared yourself extensively for the interviews and are now ready to get to know selected applicants personally.
Now is the time to find out as many important details as possible. Have you already prepared questions? Of course, you can use classics like "How would you describe yourself?" and "Where do you see yourself in five years?" use, but there are questions that are far more revealing.
Before you ask your questions, inform the applicants again about the requirements for the position and give them an overview of the corporate culture and the team constellation. You can recognize particularly suitable applicants by the fact that their answers explain why they are suitable for the respective position and what they can contribute to the team.
If possible, you should determine in advance which answers would be an exclusion criterion for you. Please note, however, that most new employees * need special training or encouragement at the beginning so that they can familiarize themselves well. You will make the hiring process easier if you know the difference between applicants who only need a little help at the beginning and those who will never be suitable for the position in your company.
These questions are often not considered, but they are very enlightening
You can use the following strategic questions to go beyond the standard questions and find out if applicants are suitable for a position. The answers to these questions can be very insightful. Therefore, you should structure interviews in such a way that you learn as much as possible about the applicants. Show understanding and consider how nerve-wracking job interviews can be for applicants. Give them enough time to find examples and formulate their answers.
What do you know about our company?
Is the position so important to applicants that they have informed themselves sufficiently before the interview? With the answer to this question, you can find out quickly.
Describe your professional development and what it says about you.
This prompt will help you find out the motivations behind the various positions that may be listed on the résumé. You can also learn more about the applicants' goals and interests.
Why are you interested in this position? / What qualifies you for this position? You can also use these questions to determine whether applicants have taken the time to learn about your company before the interview and whether they are convinced that your company can benefit from their skills. Would you like this exact position or just any one?
Give an example of certain team constellations in which you particularly rose and / or went under. With this request you can get an idea of the work environment in which the applicants are absorbed and whether this fits your corporate culture.
Give an example of a less successful project that you have been involved in.
Personal development and self-knowledge are important qualities - not only in professional but also in private life. The point of this question is to find out whether the other person is capable of learning, takes responsibility and works on himself to do better next time and to start a new attempt. If applicants can't come up with examples or blame others, that's a bad sign.
Of course, you shouldn't rely solely on these questions in your interview. However, they will help you learn a few important things. As far as the advertised position is concerned, you can read through the job description again and think about a few questions that relate to the key requirements for applicants.
In the course of the conversation, think about additional questions
Has an answer aroused your curiosity or raised further questions? Here are some examples of additional questions to help you dig deeper.
How did you do that?
When applicants talk about their professional successes, they should be able to provide details: from planning to new ideas and putting together all the necessary resources through to implementation. If you answer all the questions, it shows that applicants have taken on significant responsibility for a project. If they also point out the part that colleagues have played in their success, it shows integrity.
What was the result?
Does this person have enough stamina to complete a project and learn about its implications? Are applicants interested in learning from successes or mistakes in order to improve their work in the future? With this question you will find out.
After the interview
You've probably heard of detectives rushing to their offices after important meetings or interrogations to make notes of what has been achieved or said. They want to make sure they don't forget any details. You should do the same! It's easy to remember important things, but insightful details and ideas are quickly lost. So write down all the important points straight away.
Make a note of applicants' strengths and weaknesses and think about how you would need to support them to get the best out of them. If you were not alone in the introductory process, you should sit down with your colleagues afterwards and compare your notes.
At this point you should already have a complete picture of the person and be able to determine whether they fit your company. The next step is to submit an offer. Check out Indeed's Recruiting Guide for more practical recruiting procedures and tips. Good luck with your recruiting!
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