How would you describe your ideal job?
What are your strengths and weaknesses?
Where do you see yourself five years from now?
If you have experience as a hiring authority, or if you’ve ever interviewed for a job, these questions will sound painfully familiar. They come from the traditional list of interview questions asked to almost every candidate. Together with about 50 other standard ones, these questions can give you a fair idea of what kind of employee the candidate might be. However, is that really all you need?
I’m now in my second decade in the recruiting industry and have worked with hundreds of hiring authorities and job seekers. Over the years, I’ve seen how a recruiting firm plays a unique and active role in the interview process. Because we work closely with both parties, we guide and educate each side to achieve the best result and connect the right candidate with the right employer. Ultimately, our job is to help the hiring authority find the best fit for her company and ensure she evaluates each candidate effectively.
In the following sections, this article explains what the right interview questions are and why asking them matters so much.
What are the right questions?
It’s important to learn everything you can about how the candidate will perform her job in your office. You also need to understand her career goals and ensure your working relationship will be mutually beneficial. However, in the rush to finish an interview, many valuable details that could help you make a more informed hiring decision often go undiscovered.
Interestingly, the most important things to learn about a potential employee are often the most obvious—and the ones most frequently overlooked in a basic interview. They include:
• Determine whether the candidate knows what she is expected to do.
• Confirm that she understands what it takes to meet those expectations.
• Evaluate if she can perform the job well.
• Assess whether she can complete tasks quickly and efficiently.
• Explore if she recognizes how her role fits into the larger picture of office performance.
Ultimately, your goal is to create a strong and efficient office environment where talent and productivity work hand in hand to improve your bottom line. Therefore, your interview should focus on how employees perform their jobs and how they can make your office operate better.
How do you ask the right questions?
Why is this process so important?
Finding, attracting, and hiring talented people is never easy. The process is tedious and full of pitfalls. Good candidates are limited. Unless you work for a large company with a recruiter, hiring is likely not your only job.
Even with these challenges, your interview process shouldn’t become routine. Always take time to find the most talented person. This applies even to the least critical office roles. Here’s why:
• The difference between an average and top-notch candidate can mean thousands of dollars. The extra time spent finding a cheerful, productive receptionist will pay off long term.
• No matter how strong your team is, adding another high performer strengthens it further. When your office runs better, your bottom line improves.
• When your team sees you always seek the best employees, they know you expect their best too.
The interview is an important process and should rise above routine. It deserves more than a choreographed dance. It’s fine to ask routine questions like, “What are your strengths and weaknesses?” or “Do you prefer working alone or in teams?” But remember what truly matters: Can the candidate do the job? Can she do it well?