HR · 23 June 2022

Good Interview Questions To Ask A Potential Employee

good interview questions to ask employee

It is time to fill the vacancy on the team, and the pressure is on to find a qualified applicant who possesses all of the necessary skills and professional experience. But is it possible to communicate all this information in just one interview? It is doable, provided of course, that the correct questions are asked, but what are good interview questions to ask employee?

Interviewers are required to thoroughly prepare, regardless of whether the meeting will take place in-person or virtually. You should ask questions to evaluate an applicant’s level of interest in the position and the company, learn about their employment history and plans for the future, learn about their work ethics and values, and disclose their strengths, limitations, knowledge, and skills.

Tips for General Interviews

Pose Specific Role-Related Questions

For example, if you need someone with great people skills since they are applying for a high-level HR position, you may want to ask them questions on communication, collaboration, conflict resolution, and so on.

Every Candidate Should be Asked the Same Questions.

You will not have the same knowledge about all of your candidates if you ask different questions to different candidates. Furthermore, certain candidates may find it easier to answer certain questions than others, thus you will not receive a fair assessment of all of your interviewees.

Select Open-ended or Strategic Questions

Closed-ended questions with only a yes or no response are less useful than open-ended inquiries. You learn more about your candidates over the quick interview period. They also give you a far better knowledge of the person.

Make sure your strategic interview questions are open-ended. “Tell me about a time you made a mistake at work,” rather than “Have you ever made a mistake at work.” “What happened, and how did you resolve it?”

So, let’s get started with the questions…

  1. What do you know about us, and why do you wish to work with us?
You’d think that with so much information available online these days, most candidates would do their research, but that’s not always the case. Some applicants may not even be aware of the company’s line of operation. Asking this interview question will instantly reveal who is genuinely interested in working with you – and who isn’t.

  1. What qualifications and strengths do you have for this position?
Did the applicant apply to your position blindly or did they evaluate how they matched your requirements? This inquiry can assist you in determining the answer. Applicants should be able to consider how their skills would enhance your particular team.

  1. Could you tell me about your current position?
This is a terrific open-ended question to ask a potential employee that can help you evaluate communication abilities while also learning about a person’s experience that goes beyond the résumé.

  1. What could your present company do to improve its chances of success?
This question might help you determine whether interviewees perceive the larger picture in their organisations. It may also show why they wish to leave their existing professions in the first place.

  1. Can you tell me about a time when you disagreed with a manager or a co-worker and how you handled it?
This is one of the best questions to ask an applicant since it will give you an idea of their ability to resolve conflicts. When discussing the other people involved, what tone does the person use? Were they able to manage the given circumstance appropriately? Did they come to an agreement? Almost every job requires emotional intelligence.

  1. Tell me about a moment when you messed up at work. How did you deal with the situation?
Because everyone makes mistakes, this is an excellent question to ask candidates. However, how people manage those mistakes varies from person to person.

Pay close attention to the candidate’s response. Do they blame someone else for the error, or do they accept responsibility? Did they learn anything from their blunder? How did they make sure that didn’t happen again?

You’ll want to hire someone who sees their error as a learning experience and who applies what they’ve learned.

  1. Do you prefer working alone or in a group?
What type of work will the candidate be doing if they are chosen for the position? This question determines if they are a good fit for the types of assignments they will be given. Someone who prefers solitary work and lengthy spans of undisturbed time may not thrive in a role that involves teamwork or multitasking, whether they work remotely or in the office.

  1. Why are you quitting your current position?
Is your employment opportunity an alternative to the elements that made them unhappy in their current role (lack of professional development, management issues, etc.)? If so, highlight those advantages. However, be wary of candidates that have unrealistic expectations.

  1. What would you do if you were nearly finished with a project you had worked hard on and the goals or priorities were abruptly changed?
The answer you want depends on the function for which the candidate is being interviewed.

For example, if this is a lower-level role, you’ll want the candidate to demonstrate flexibility and a willingness to work hard to get the job done.

If the candidate is being interviewed for a higher-level role, you may want someone who can use problem-solving abilities to come up with a means to satisfy those priorities without having to redo the entire project.

You want someone who can match the company’s requirements while also being resourceful.

  1. What would you do if you were asked to collaborate on a project with a colleague but couldn’t seem to agree on anything?
This question allows you to observe your candidate’s dispute resolution abilities in action.

You’ll want to recruit someone who looks at the situation from their colleague’s perspective and tries to work things out with them first.

Because open communication is essential, you want the candidate to exhibit their ability to freely discuss the difficulties in a solution-oriented manner, rather than becoming defensive or emotional.

  1. How would you deal with receiving criticism from a superior?
While criticism can be tough to accept, it is an essential part of learning and helps us become more effective persons.

You’ll want your applicant to see criticism as a chance to learn from their blunders.

A competent candidate will admit their error, learn from the criticism, and effectively use the suggestions.

Be aware of candidates who react defensively to criticism or who see it as an attack on their character.

  1. What would your co-workers say about you?
This top interview question can shed light on the candidate’s soft abilities and how they will cooperate with the other members of your team. Understand your present staff members’ abilities and look for a candidate who will complement them.

  1. What would your boss say about you?
This may provide insight into the candidate’s relationship with past managers. Reliable? Prompt? Efficient? But keep in mind who you’re asking. The answer will simply be their interpretation of what the boss stated. That is why it is still necessary to check references. Request a list of contacts and contact former employers to learn how their impressions compare to what the candidate has said.

  1. Where can you see yourself in five years?



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