Method: Take the following interview questions, garnish with a little personality, and you’ll be able to serve up a top-performing long-term candidate! Achievements Tell me about your greatest achievements… Decision-making Give me an example of when a decision needed to be made – what was the outcome? Leadership Tell me about a project you were…
This question can be a blessing in disguise, so don’t shy away from it! The goal of this question is to help measure cultural fit by analysing the following factors: how humble is this candidate? How transparent are they in talking about difficult subjects? One approach to answering is to analyse the key skills needed…
In answer to the above question… yes! The number of questions you ask is only one part of what you need to consider; the quality of the questions you ask is also important, as is the time taken and the reasons for asking. Read on to find out more… It IS possible to ask too…
The closing questions you ask at an interview are only part of the process you can control – so it’s essential you make the most of it! Through your questions, you’ll be able to signal your level of knowledge of the role, the amount of time you prepared for the interview (researching the company, duties…
It’s always important to ask questions at the end of an interview – but which ones? Here’s a list of questions that’ll ensure you leave a lasting impression and get the job! ‘Is there opportunity for growth at your company?’ Hiring managers want progression, not regression – so outline some key skills and ask if…
Tell me about a successful collaboration experience… Collaboration is an important skill in nearly every profession, so the ability to work well with others is a must. This is an important question when considering how the candidate may fit in with the culture of the company. How do you foster positive relationships? Being able to…
1) ‘When was the last time you embraced change outside of the workplace?’ In business, the ability to adapt to change is of utmost importance. This could mean anything from changing work hours or offices to embracing new technologies and working strategies. The candidate’s response doesn’t have to be related to work; it could be…
Once you’ve shortlisted a candidate for a second interview, it’s time to determine if they have the skill set to succeed at your company. This is when more detailed questions about the position are needed. Below are a selection of behavioural questions that will help you determine if your candidate is the perfect fit for…
Asking the right questions, in a structured way, is the key to hiring the perfect candidate. The following six questions are designed to dig a little deeper and get to know the real person you’re interviewing. Tell me about your greatest professional achievement This allows the candidate to share some of their proudest moments with…
If you really want to find out more about a candidate’s personality and assess their skills and cultural fit, then why not include a few questions from the list below… What would the story of your life be called? A five year old asks you if Santa Claus is real… what do you tell them?…