Career Staffing & Recruiting
Tell me about yourself. Where do you see yourself in five years? What is your biggest flaw? These job interview questions are mainstays for a reason. This is important information — something you want to know before someone starts working for you. But often, you don’t get the answers you’re looking for, either because the applicant prepared a rote answer or because the candidate is being less than honest. How do you keep this from happening? Here is a list of five of All About People’s favorite interview questions, and why they work so well.
This is a great question for getting at what they are really looking for in a position. In the best answers, the applicant will completely embrace this reality, and consider the potential for long-term happiness. This can help get to the heart of whether they’re looking for the right job.
This is a great question, because it asks for a few things at once. First, it asks for an objective rating of candidates’ abilities and how they bring value to their current organization. But on a deeper level, it also asks them to be empathetic to their current boss, and think about what their job does for others.
This will give you insight into what candidates value in a leader and how honest they’re being. Many of our favorite qualities are aspirational, so it could tell you how they hope to grow in the next few years.
Their answer to this question will reveal how candidates deal with interpersonal conflicts and cooperation, while also giving you insight into how seriously they consider their contributions to a company’s success. If their answer is either lukewarm or overly confrontational, that should raise concerns.
If the answer to this question is no, that should be an immediate red flag. Not only does it indicate a lack of emotional investment in the interview, but it also shows a lack of creativity. Applicants can use the opportunity to ask questions to find out if you have any misgivings about hiring them, or see if there are concerns about work history that they can address. If the applicant doesn’t take the time to figure out whether this position is for them and whether you have any lingering concerns, that’s a big sign that they don’t care that much about getting the job.
This list of questions is certainly not all you’ll need, but they’re a great starting point for getting to the heart of what you need to know about the candidate sitting in front of you. As a hiring manager, it’s important to have a creative bank of questions to get genuine and revealing answers out of candidates. So try these out, and if you come up with more, share them on our social media channels!