Job Interview Questions That Every Employer Should Ask (Part 1/2)
Connecting the right people to the right jobs means asking the right questions.
We're a team who loves connecting the right people to the right job. It’s our goal to connect client companies with employees who are the right fit. When that happens, everyone wins. The employer is ecstatic, the new employee has a job and company they can stand behind, and we—well, we experience sheer joy. Have you ever worked so hard for something, and it turns out exactly how you hoped and planned? Yeah, that’s how we feel.
Having done this for years, the TBR team has become experts at knowing the right questions to ask and understanding the candidates' answers. A good question often uncovers vital information and helpful insights that are easily overlooked.
We've asked each team member to share their favorite and most unique job interview questions and the reasoning behind them. In this first post, we'll hear from three.
Interview Questions from Debbie, Recruiting Assistant:
Question: What do you know about our company?
I'm curious to know if a candidate has taken the time to check out our company. I’m also curious if they’ve researched the job position for which they applied. I believe an applicant who is truly sincere about the job should learn as much as possible about the hiring company.
Question: What hobbies or activities do you like to do outside of work?
An applicant may apply for a particular job; however, after finding out more about them, I sometimes discover that they may be a better fit for another position. Everyone has their niche, and I like to discover what that may be.
Question: Do you have any questions for me?
This gives me a sense of just how interested the applicant is in the position. Often, I get asked "What is the pay?"and that's it. I'm looking for a candidate to ask for more details concerning the position, company culture, mission, management style, advancement opportunities, etc.
Interview Questions from Amy, Recruiting Specialist
Question: Tell me about an accomplishment that you are proud of - personal or professional.
This question ads value by providing insight into the candidate’s mindset. Are they humble? Are they a team player or focused on self-accomplishments? Are they focused on the "me" or "we" in their answer?
Question: What was the best job you ever had, and what did you love about it?
The feedback I get on this question helps me know what type of company would be a good fit for the candidate. If they stated that they liked COMPANY XYZ because it was a large company where they go to work to simply "get the job done," that's not a candidate I would want to place in a small company that has a family-like environment. Also, it speaks to the work environment a candidate would work well in, such as a relaxed versus structured environment.
Question: Tell me about a time when you had to develop a process at your company. What steps did you take? If others were impacted, how did you get them on board with that change?
This is also a great question to find out how a candidate works with others. I have had candidates blame coworkers if a change didn't go smoothly or talk poorly about former coworkers or employees. I've also heard positive answers—like when a candidate talks about open and healthy communication or how the change they made improved efficiency of the company.
Interview Questions from Kristen, Owner & Lead Recruiter
Question: Tell me about a mistake you made at work and how you handled it.
I like to use this question in the interview process to help uncover humility and ability to "own mistakes." Some candidates speak freely about something that went wrong, and others falter at this question. I even had one candidate say "I don't make mistakes." Needless to say, I did NOT recommend him for an interview with our client. I want to see that they are willing to admit that something went wrong—and major bonus points if they can give me steps they took to prevent that mistake in the future.
Question: Tell me about two underperforming employees that you supervised. I want to hear about one employee that you were able to coach, and they improved. And I want to hear about one employee that you worked with who did not improve, and how you handled it.
This is one of my favorite questions for management-level candidates. I want to see that the candidate can hold people accountable and that they have strategies for developing underperforming employees. I'm also looking for acceptance that you can't change everyone and a willingness to part ways with an employee who is not a fit for the team.
Question: Describe your best boss ever. What made that person a great leader for you?
If I know the leadership style and personality of my client's hiring manager, this question can reveal critically important information. For example, if I have a candidate who desires a boss who's readily available to answer questions and provide lots of coaching, but I know that the new position's hiring manager is always out on the road making sales calls and is looking for someone with the confidence to make decisions independently, we probably have a mismatch. Just as it is important to match the requirements of the position to the skills and aptitudes of the candidate, it's also important to consider the personalities and work styles of the candidate and the team.
What are your favorite interview questions?
Resumes and cover letters are great, but they will never replace personal interviews. There is great value in asking questions and understanding the answers.
While this post contains great interview questions to ask every candidate, there are many more. Which do you like to use? Which ones have most successfully helped you better understand candidates? Make a list, and keep it nearby. Refine it as needed, but keep it handy.