Hiring the best talent is essential for any business. However, it can be difficult to find and retain top performers in today’s market. One of the best ways to identify high-performing candidates is to ask the right questions in an interview.
This post will discuss five questions that hiring managers should ask in every interview, and we will also provide examples of outdated or ineffective questions that should be avoided. By asking the right questions, you can ensure that you are selecting the best possible candidate for your organization!
First, Stop Asking Bad Questions
Hiring managers often ask a few questions of hourly candidates that can come across as outdated or ineffective.
For example, asking a candidate what their availability is for the next two weeks is not as helpful as asking for their availability for the next month.
This is because people’s schedules can change weekly, and it’s more important to know if a candidate is available for the long term. Additionally, avoid questions based on assumptions, such as asking a candidate if they are willing to work overtime without first asking if they are available to work overtime.
These questions can put candidates on the spot and make them feel like they have to say yes to be considered for the job.
Finally, steer clear of general questions that don’t elicit specific answers, such as “tell me about yourself.”
These kinds of questions can provide interviewers with too much information that isn’t relevant to the job at hand. Instead, focus on asking targeted questions that will help you get to know a candidate’s qualifications and whether they are a good fit for the position.
Ask These Instead
1. What are your long-term career goals, and how can this job help you achieve them?
This is an excellent question for several reasons.
Firstly, it shows that the candidate has thought critically about their professional goals and how they can best reach them. By demonstrating an understanding of what they want from their career and the steps that need to be taken to get there, a candidate demonstrates motivation and self-awareness.
Additionally, this question can help you gain insight into your candidate’s strengths and weaknesses.
For example, if someone mentions that they are hoping to advance quickly in their current field but don’t have any experience in it, this may be a sign of hubris or poor judgment.
Overall, then, asking candidates about their long-term career goals is a great way to help determine whether or not they are right for an hourly job at your company.
2. How do you handle stress and adversity in the workplace?
When it comes to finding the right candidate for an hourly job, many employers focus on qualities like reliability, hard work, and teamwork.
However, one question that is often overlooked but can be just as important is how a potential employee handles stress and adversity in the workplace. After all, no matter what industry you are working in, there will inevitably come times when you face challenges or setbacks.
To handle these situations effectively and equitably, an employee must be able to cope with stress without resorting to poor habits or unprofessional behavior.
As you consider candidates for hourly jobs, one of the best questions to ask is simply, “How do you handle stress and adversity in the workplace?”
This can give you valuable insight into a person’s overall approach to difficult situations and whether they have developed effective coping strategies. By asking this question upfront, you are also helping potential employees get a better sense of what their work-life might look like at your company and giving them a chance to address any concerns they might have about it upfront.
Ultimately, if handled correctly, this simple question can help ensure that both your employees and your company succeed over the long term.
3. What are your strengths and weaknesses?
When interviewers ask candidates, “What are your strengths and weaknesses?” they are usually trying to understand better what the candidate is like as a person.
This question can be difficult to answer, but it’s important to remember that the interviewer is not looking for perfection, and they just want to see how you handle Honest self-reflection and how you plan to improve.
For example, if you say that you’re not very good at public speaking, the interviewer might ask how you plan to overcome that weakness. On the other hand, if you say that you’re great at multitasking, the interviewer might ask what sort of situations you find yourself in where multitasking comes in handy.
Ultimately, this question is a chance for you to show off your self-awareness and problem-solving skills. So take a deep breath and be honest!
4. Why are you interested in this position, and what do you know about our company?
There are a few reasons why we ask candidates for an hourly job about their interest in the position and what they know about our company.
- It helps us gauge whether the applicant is genuinely interested in the job and is willing to learn more about our company.
- It allows us to get a better sense of the applicant’s qualifications and whether or not they would be a good fit for the position.
- It helps create a more personal connection with the applicant and allows us to get to know them better.
5. What can you bring to the table that other candidates cannot?
When you’re hiring for an hourly position, it’s important to find someone who is a good fit for the job and who will be reliable and productive.
One way to get a sense of a candidate’s suitability is to ask them what they can bring to the table that other candidates cannot. This question can help you assess a candidate’s ability to think on their feet and identify their unique strengths. It can also help you gauge their enthusiasm for the role.
Asking this question can give you valuable insights into a candidate’s suitability for an hourly job.
Final Thoughts
The questions discussed in this article will help guide hiring managers to discern top-performing candidates. It will also include examples of dated or ineffective questions that do not hold up well when used and don’t give relevant information to the hiring decision-makers.
By asking these questions, you are helping potential employees get a better sense of what their work-life might look like at your company and giving them a chance to address any concerns they might have about it upfront. Ultimately, if handled correctly, these questions can help ensure that your employees and your company succeed over the long term.
Schedule a meeting with us today and let’s discuss how our conversational AI can handle the pre-screening and interview scheduling for you. This way, you can focus on ensuring the in-person interview has the time and attention that it needs and deserves!
