Interview questions – the recruitersperspective (an insider view)
1.In which areas would you most like to improve?
Why ask it?
This is an open-ended question which can draw out additional information about the candidate. It is a more ‘friendly’ and proactive question than ‘What are your weaknesses?’ No one is likely to contend that there is no area for improvement. Accordingly, you have a better chance of insight into their perceived weaker areas.
Best response to look for
The better candidate may attempt to disguise a strength as a weakness, such as: ‘I sometimes push my people too hard. I like to work with a sense of urgency and everyone is not always on the same wavelength’.
If this happens, be prepared to probe further as many candidates would not admit this is a weakness and use positive claims to show the benefits of their shortcomings.
Instead of confessing a weakness or an area where improvement is needed/desirable, a candidate may describe what they like most and like least, making sure that what they like most matches up with the most important qualifications for success in the position, and what they like least is not essential.
In a role requiring extensive communication they could say, ‘If given a choice, I like to spend as much time as possible with my colleagues, as opposed to being in an office. Of course, I long ago learned the importance of paperwork, and I do it conscientiously. But what I really love to do is talk to people.’
2.What would you have liked to have done differently in your life?
Why ask it?
A probing question that is likely to be more relevant the older the candidate. It enables the candidate to reflect, and gives you the opportunity to uncover any life-influencing mistakes, regrets, disappointments or problems that may continue to affect the candidate’s personal compatibility and performance.
Best response to look for
Candidates will not want to give you anything negative, such as a great personal or career disappointment that could have been avoided. If they do not answer this question objectively they are at risk if references show up a major concern. The better candidates will state they are happy, fulfilled, optimistic and that, in general, they would probably not change a thing since life is always full of mistakes and learning by mistakes is very important to success.
3.What makes you feel anxious, tense or nervous?
Why ask it?
Another probing question which, while allowing the candidate to do most of the talking, is intended to clarify attitude and temperament. Mental quickness gets a look in with this question as the candidate is less likely to have a pat answer.
Best response to look for
The better candidate will realise that to admit to tenseness or anxiety will have a potentially negative impact on their prospects. To say that they have never experienced such feelings in their work doesn’t sound overly credible.
Accordingly a really good response could be to ask you to clarify what is meant by nervousness or anxiety, or even better, turn the question around positively, such as:
‘I would not call it anxiety or worry, but I am a strongly goal-oriented person, and I keep turning over in my mind anything that seems to be keeping me from achieving those goals, until I find a solution. That’s part of my tenacity, I suppose’.
This would be a solid response, and if said with conviction while being consistent with other attributes, would represent a reliable measure.
4.Can you recount an example of your creativity (analytical, managerial ability etc)?
Why ask it?
Another example of a probing question. A useful one to follow the previous more negative questions, so that you do not give the candidate the impression you are concentrating on negative issues only.
Best response to look for
A strong candidate will have committed to memory a list of their greatest and most recent achievements.
Presuming they have such a list, it should be easy for them to present their main achievements to parallel the qualities you are asking about.
Weigh up the response, its relevance and value to the company on objective grounds. Undue hesitancy many infer that the candidate is having a hard time remembering the last time they were particularly creative, or analytical or displayed strong managerial ability.
5.Why are you leaving your present employer?/ Why did you leave your last employer?
Why ask it?
More of a probing question, it continues to allow the candidate to do most of the talking but ‘homes in’ to clarify specific facts and attitudes. This is a question that candidates should be well prepared for.
Best response to look for
The most likely ‘short listing’ candidates will inevitably never badmouth their existing or previous employers. More subtly, ‘personality clashes’ cited as a reason also really requires deeper probing by you to ensure veracity, as there are usually always two sides of the story, and your candidate is only suggesting one – theirs! The best and safest responses are of course provable positives, eg better career advancement, more work variety, more suitable working environment etc.
Further note
If the candidate was terminated they should be prepared to describe the circumstances candidly, succinctly and without a trace of bitterness, while indicating that they understood why it happened and that they may well have made a similar decision themselves.
The interviewer’s regard for the candidate will rise immensely and, most important of all, they will show that any ‘scars’ inflicted by the termination have healed.
6.The question that is not asked – the ‘long pause’
Why use it?
On occasion interviewers should pause to see how the candidate reacts to the silence. Some interviewers write answers to the interview questions and this should prompt the candidate to remain silent. The ‘long pause’ is normally used by those determined to see how candidates respond under stress.
Best response to look for
The ‘wait’ can often make the candidate uneasy – unsure whether they have violated some ‘rule’ of the interview process. This is very much a test of maturity and/or confidence.
When you try this approach and the candidate keeps quiet, and then asks with sincere politeness and not a trace of sarcasm, ‘Is there anything else I can fill in on that point?’ they have read the purpose well!
7.Why have you had so many jobs?
Why ask it?
A straightforward question and the candidate should be well prepared. A resume with a high number of different jobs and/or employers over a relatively short time span begs clarification and further comment by the candidate.
Best response to look for
The candidate must try to reassure you and describe each position as part of an overall pattern of growth and career destination. The better candidates will quickly dispel any concerns you might have over the early years of their career as they were learning new skills, trying different career paths and (as is frequently the case) indulging in travel interest.
The well prepared candidate will quickly focus on their positions of longer term employment with strong relevance to the position/role now in question.
8.Looking back over your career to date, is there anything you would have preferred to do differently?
Why ask it?
This is a probing question that more subtly uncovers (or confirms) possible weaknesses in the candidate. It is asking the candidate to perhaps reflect on a poor job performance, career choice or specific work regret.
Best response to look for
The better and more experienced candidate should have no trouble with this and most likely will respond positively along the lines that business life mirrors personal life with taking and managing risks, overcoming problems and embracing opportunities. Any regret at the time, any reflection on a past poor choice is just part of career progression and overall they are quite satisfied with their career to date.
9.Would you lie for your employer?
Why ask it?
Quite an upfront, probing question which frequently is not considered by any candidate in pre-interview preparation. With less likely ‘pat’ answers, it can be a good pointer to the candidate’s mental quickness and integrity.
Best response to look for
Usually a difficult question to answer well ‘off the cuff’ because it cuts across two important moral values – loyalty and integrity. The better candidate will advise how they would do almost anything to progress their employer and would always try to avoid such a conflict occurring, but if uncontrollable, the better candidate will choose integrity – it goes to the core fibre of the candidate and their long-term value to the company will always be higher as a consequence.
10.Questioning confidential information relating to the candidate’s existing (or former) employer
Why ask it?
This is a very tricky approach which can uncover (or confirm) concerns you might have over the candidate’s discretion and loyalty. By asking the candidate to (for example) reveal the sales revenue for a product that would not otherwise be publicly available, the candidate has to quickly choose between being seen as untrustworthy if they choose to provide the information or evasive if they refuse.
Best response to look for
Trustworthiness and loyalty are unimpeachable attributes for any employee. The better candidate will politely decline to provide any sensitive/confidential information about a former employer citing they are sure the interviewer would require/expect the same level of business ethics from them in the future. It should not be difficult for a good candidate to work around the question to bring out the positive aspect of their career without providing confidential information.
11.Do you consider keeping up-to-date on developments in your field through external reading as part of your job?
Why ask it?
Very much a ‘closed-ended’ question which can evoke a yes or no. This type of question has its place to emphatically pin down a candidate’s response.
Best response to look for
The better candidate will of course say ‘yes’ and follow up with the type of out-of-hours research they currently do. It positively reflects an attitude rather than a job necessity.
Be wary of candidates who only give a yes/no answer. It may be a sign of evasion and you would do well to follow up with more probing questions.
12.Are you able to work overtime whenever necessary?
Why ask it?
Another ‘closed-ended’ question. Inevitably a ‘yes’ will be given, however the better candidates will certainly want to know what you believe the workload for the position is.
Best response to look for
The better response will cover the working hours they are used to and what hours they are ‘relaxed’ about. Understanding the role of a family schedule should not be a negative. Strong candidates will cover or point out the difference between long hours of work and productive work. Good candidates will concisely illustrate the productiveness of their past work experience.
13.Have you ever taken responsibility for the role of others without being asked to do so?
Why ask it?
A good question to gauge the candidate’s management abilities by seeking information on how they handled this type of situation. It is very difficult for them to have a prepared ‘pat’ answer.
Best response to look for
Better candidates will respond with either a clear example from their own work experience, or comment on how a person should ideally react.
Useful extra probes here include:
•‘Describe the circumstances.’
•‘How well did the others respond?’
•‘Were there any problems?’
•‘What would you do differently?’
14.Have you ever been asked to arbitrate a dispute? Describe what occurred.
Why ask it?
Another management ability probing question. If the position is senior then each candidate must surely have had to handle a dispute. If it is at a more junior management level, then almost certainly they have been involved in a dispute either formally or informally.
Best response to look for
Better candidates will recall positive outcomes from difficult situations. Look for the responses which reflect good leadership – the involvement of others in the dispute resolution, the lack of ‘I did this, I did that, I resolved it all on my own’, and the acknowledgement of good human relations that come from long-term solutions, not just temporary fixes.
15.What attributes do you personally look for when you hire staff?
Why ask it?
A probing question which turns your interview process on its head, so to speak. For middle to senior management positions, candidates should have fair experience in recruitment and accordingly should have solid on-the-job experience. You may soon find out!
Best response to look for
The better candidates will focus on the three ‘pillars’ which all good candidates must pass. If they refer to the following, they will have responded to your question with flying colours.
1.Qualifications: is the candidate sufficiently qualified to undertake the job responsibilities (technical knowledge and experience)?
2.Motivation: will the candidate do the job required within the particulars
of the position and the company environment?
3.Team Player: will the candidate fit into the workplace culture and add
strength and diversity to the team?
16.What was the toughest part of your employment in the last year or two?
Why ask it?
This is a probing question which can also be a good test of the candidate’s understanding and comprehension of your question. The question is purposely tendered in the negative which makes it difficult for the candidate to be immediately positive. The candidate rightly may be concerned that whatever they identify as ‘toughest’ in the recent past will continue to pose problems for them if employed by you/your client.
Best response to look for
The better candidate will turn this question around and make the distinction (that you have purposely avoided) that ‘toughest’ does not necessarily equate with ‘worst’. A particular work issue/assignment which was extremely tough is likely to be your better candidates’ most satisfactory work because they faced the challenges and resolved the issue. The ‘worst’ part of their recent work experience would more likely equate with low personal satisfaction. If they are good, they won’t be recounting these details!
17.Where do you see yourself in one, three or five years?
Why ask it?
This is a fairly typical interview question to check on a candidate’s ambition and career aspirations, and you would expect candidates to be well prepared for it. As an interviewer you will need to gauge the level of ambition and preparedness/interest to improve learning and skills.
Best response to look for
The better candidates will not only have a well prepared response but be able to inspire conviction and purpose in their intention. They are likely to relate how the position under review fits in with their ambitions and that a long term commitment is what is required. They would rate very highly in their response to this question if they seek confirmation from you (even rhetorically) that the hiring company always employs and promotes the best candidate for the job. On this basis the candidate is relaxed that future opportunities will occur naturally as long as they work diligently and successfully.
18.Are you willing to travel or relocate?
Why ask it?
A closed-question designed to pin down a candidate’s readiness and seriousness to follow through with the position given that their residence is a long way from the work location.
Since candidates know both the work location and their residence, they must (or should!) be prepared for this question.
Best response to look for
Let us assume you will not receive a ‘NO’. The better candidate will answer positively and objectively that there is no problem, they are used to travel, they relax during commuting etc.
If you detect reservations on the candidate’s part, you will need to probe further to try to ascertain whether they are quite serious about not being prepared to travel but they do want to keep their employment options open with you.
19.Why do you want to work for our company?
Why ask it?
This is a relatively simple question which can be used as a starting or ‘ice breaking’ question for the interview. For you it will give you your first valuable insight into the candidate – have they done their homework and researched relevant information about the company and/or the position?
Best response to look for
You are not asking for too much with this question. The better candidate should be able to demonstrate that they have some knowledge about the company/position which presumably excites or interests them sufficiently to view the position as a valuable potential progression for their career (or other valid purpose).