Goldman also shared an interview question that ferrets out skills using a 'why-based' interrogative. That said, if a success is particularly noteworthy, it's more or less timeless. Plus, it often helps to fuel better follow-up questions afterward. Candidates lacking a good success story, particularly recently, raise a flag. Why Ask This Question? This prompt is one I like to use early in the conversation: it helps the candidate feel at ease and comfortable. Tell me your biggest success story related to. Why Ask This Question? I like this prompt because it helps me discern whether or not the candidate has really gotten into the weeds with that skill and gives a good opportunity to evaluate communication ability.ĥ. So, tell me one of your war stories about that skill. Recruiter Ed Han shared two interview questions he likes to use to vet skills that are 'not' predicated upon having relevant knowledge about those skills, as follows:Ĥ. While skills don't stand alone, culling proper skills still is crucial to ensuring a candidate's capabilities to do the job. Why Ask This Question? I am looking to understand how a candidate moves through, resolves problems and how the experience and knowledge learned can be applied to possible future situations. Tell me about a time you had a difficult working relationship with a colleague. Why Ask This Question?This question is another way to understand life lessons a person has learned and how these lessons may be of benefit when managing others or working in teams.ģ. If there were something in your past you were able to go back and do differently, what would that be? Why Ask This Question? This question is an opportunity to learn something very interesting and real about a candidate that might otherwise not come up in a standard interview.Ģ. Tell me something about yourself that others may be surprised to know about you. an interrogation)," continues Goldman.Īs such, three of Goldman's favorite interview questions to ensure candidate quality include: Interview Questions to Ask Candidatesġ. "Ideally, my goal is to have a collaborative and communicative conversation during interviews - putting candidates at ease (after all, interviews and job search, in general, can be stressful for job seekers) and creating a pleasant and comfortable interaction (vs. Once you've attracted great fit candidates, you'll want to ask interview questions regarding industry and expertise, as well as broader-based questions to learn how they will ultimately mesh with your team.Īs Shelly Goldman, Executive Recruiter and Founder, Goldman Group Advantage said, "These questions are a wonderful way to know more about what's important to a candidate and how well they interact with others, etc." You can mitigate some of these questions for fit if you're attracting informed candidates who have engaged with your employer brand through Glassdoor's recruiting solution. The nuance of interviewing candidates extends well beyond skills and abilities into areas of candidate maturity level, culture fit and self-awareness to assess overall candidate quality. With the job description in hand describing specific skill sets and experience, the recruiter or hiring manager fires off a dozen questions or so and voila, they are equipped to make a hiring decision. On the surface, interviewing a candidate for an available job sounds easy.
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