4 Important Questions To Ask An Interviewee
An interview is your chance to filter candidates who look good on paper from those who truly resonate with your company’s ethos. But what questions should you rely on to make such critical determinations? With these four important questions to ask an interviewee, you can transform an interview from a mere transaction into a meaningful encounter that reveals the depth of a candidate’s potential.
Assessing Skills and Qualifications
Academic prowess and work history provide a foundational profile, but your duty as an interviewer is to dig a bit deeper. How can you determine whether a candidate’s stated abilities align with their experience?
Begin by asking detailed questions about a candidate’s technical expertise. Rather than seeking banal responses, strive to understand the depth of their knowledge. Tapping into practical examples not only sheds light on their skills but also encourages them to elaborate on the specifics of their craft.
Evaluating Cultural Fit
The fabric of any company is woven with the values and behaviors of its employees, making cultural fit a pivotal aspect for long-term success. How do you assess whether a candidate would mesh well with your company?
Explore the candidate’s past experiences and ask how they interacted with their previous company’s culture. A direct question like, “Tell me about a company where you felt most and least comfortable in terms of culture, and why?” can offer valuable insight. Look for alignment, not mimicry, because diversity in cultural background can be an asset if your core values harmonize.
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Determining Problem-Solving and Decision-Making Skills
In a dynamic work environment, the ability to think on one’s feet and make sound decisions is priceless. As such, an important question to ask an interviewee should revolve around their problem-solving and decision-making skills.
Present candidates with hypothetical scenarios related to challenges they might face in the role they’re interviewing for. Ask them to outline their approaches and the rationale behind their proposed solutions. This can be particularly illuminating for roles that require quick thinking and autonomy, where you want to ensure the candidate can confidently navigate potential ambiguity.
Discussing Long-Term Goals and Motivation
Skills and cultural fit are cornerstones of the hiring process, but passion and commitment are equally important. What secrets about a candidate’s motivations can you uncover with precision?
The key is to discuss long-term career aspirations. Does the candidate see a future with your organization? If so, what does that look like? Asking interviewees where they see themselves in five years guides the conversation toward ambition and drive. It’s the space where you can learn whether a candidate’s personal and professional goals align with what your company can offer.
Interviews are more than just a checklist during the employee vetting process. They’re a platform for deep exploration. By asking the right questions, you demonstrate your commitment to finding not just an asset but an ally in your hiring process.
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Meet The Writer!
Hi! My name is Nadia Ibrahim-Taney and I help people design happy and fulfilling careers through authentic career coaching. My expertise includes career exploration guidance, resume writing, interview prep and LinkedIn profile optimization. My pronouns are She/ Her/ Hers and as a member of the LGBTQ+ community, I focus on how diverse identities impact and influence folks holistically and professionally. Please connect with me on LinkedIn or at Nadia@beyonddiscoverycoaching.com
