You have sifted through the top level candidates’ resumes and now you have scheduled interviews to decide which candidate will most effectively contribute to your organization and its culture. Your time is valuable, so asking the right questions will help you streamline the process. After 30 years of interviewing experience, here are the top ten best questions I used to ask as a prospective employer, and my reasoning behind them.
1. Would you walk me through your résumé starting with why you picked your major in college and then your progression through each position?
If you are a believer that the applicant should be doing most of the talking, this is a great place to start. Get them comfortable speaking about something they know.
2. Tell me what you liked most about the position you felt most successful in?
This will give you good insight to what kind of work they like, what they are comfortable doing and possibly what they will gravitate to in the new position.
3. Tell me what you liked least about the position you felt most successful in?
A lot like question two, but will give insight into what they don’t like to do and possibly what they will shy away from in the new position.
4. What skills do you think are necessary for this position?
You will get a sense of what they think you are looking for and how they feel they can contribute.
5. What skills did you apply when you were at your most successful that will most easily transfer to this position?
It gives them a chance to clearly define why they are qualified for the position and a chance to “sell” you on their abilities.
6. Have you visited our Website and if so what did you take away from the Website?
With all the information accessible today, you would need to wonder why they wouldn’t have visited your Website. How serious are they about getting this job?
Can they articulate what your company does and your unique approach to the market?
7. Tell me about a time you failed?
What you are looking for is what lesson the applicant took from the failure. What went wrong? Was it circumstantial or negligence on the applicants’ part? Did they take responsibility? Based on the type of failure did they learn enough not to have it happen again?
8. Describe a problem you faced and how you solved that problem?
What you are looking for here is their methodology for problem solving. What you would like to see is a definition of the problem, identifying options and picking a solution.
9. Are there any questions I should have asked that I didn’t ask?
This will let you know what the applicant is thinking. Did they anticipate this question? The smart candidate will use it as an opportunity to speak again about their qualifications and how they apply to the requirements of the position.
10. Do you have any questions for me?
Again it gives you a window into the applicants thought process. If they ask empathetic questions like how best can I serve you and your company or what would impress you the most in a new hires’ first year, you know they are thinking about taking command and being successful.
You might get through all ten questions or you may not; but if you do, you will have had a solid look at the candidates and have something substantial from which to make a choice.
