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The whole goal of the interview process is to gather as much information as possible about the job applicant. You'll inquire about a person鈥檚 experience, skills, and education and assess a candidate鈥檚 fit within your corporate culture. To do so, you need to ask the right interview questions from the outset.

Most in-person job interviews last 45 minutes to an hour and a half, depending on the complexity of the role itself []. With that in mind, you鈥檒l need a well-planned list of good interview questions to identify a candidate鈥檚 skills and motivations. In this article, you will learn some valuable questions you can ask to identify quality candidates.

Preparing interview questions

Before setting up interviews, consider compiling a comprehensive list of questions and the order in which you plan to ask them. Be sure to identify an interview scorecard that you鈥檒l use to rank responses during each interview.聽聽

Introduction

During the interview, introduce yourself and explain how the interview will work. Review the job description, discuss the criteria for the position, and go over the company culture and mission. The applicant will have a turn to ask questions at the end too. The process might conclude with an office tour and introductions to executives. If things go well, a subsequent second interview could be set up, which sometimes can take the form of a casual lunch. In this instance, you can survey the prospective client鈥檚 interpersonal skills.聽

Job description聽

During an interview, you'll review the job description to ensure the candidate knows the position鈥檚 duties and responsibilities. The job description forms the foundation of suitable interview questions, so it鈥檚 helpful for both parties to review it.

Essential competency criteria

During your meeting, you should list the job criteria. You might reference the applicant鈥檚 CV, noting qualifications that meet the necessary skills and competency-based responsibilities, and ask the candidate to expand on those qualifications.聽

Company culture and mission

Provide a brief overview of the company's mission, purpose, and corporate culture. Skills and education are important, but you also want a candidate whose personality fits within the organisation.聽

Questions to discover candidate motivation

As an employer, you should know what motivates the candidate. It鈥檚 best to understand what drew the candidate to this job, why they are a good fit for the role, and what kind of work ethic they鈥檒l bring to the company. To assess motivation, try these questions:聽

Tell me a bit about yourself and why you applied for this job.

This common first question gives you a brief overview of the candidate鈥檚 background and skills. It gives interviewees a chance to highlight the qualities they believe are the most important, which should coincide with the job description.聽聽

Tell me about your current or previous position.

As applicants review their previous positions, you can judge their experience and passion for the job. The responsibilities they mention should overlap with the job they鈥檙e applying for so you can assess their experience level. The applicant should provide a broad overview of duties and key achievements, framed as a positive experience.聽聽

What are your greatest achievements?

This question requires applicants to audit their careers and highlight their biggest achievements. Ideally, candidates should provide a specific achievement; one with statistics is even better. For instance, a candidate might say their biggest achievement is lifting blog traffic by 150 percent in the last six months. If they do not add specifics, ask for them.聽

What do you consider to be your weakness?

This is a good interview question because it tests a candidate鈥檚 ability to learn and grow. Applicants might discuss a workplace skill they struggle with or have worked to improve.

Questions that showcase essential competency criteria

Good interview questions require candidates to discuss the essential criteria for taking on a new role. It鈥檚 a good idea to ask competency-based questions at the beginning of the interview to ensure the candidate qualifies for the position. You can end the interview sooner if you notice gaps in the candidate鈥檚 knowledge.聽

In what knowledge areas are you strongest?聽

This question immediately reviews a candidate鈥檚 strongest skill. The ideal candidate will mention the skills listed in the job description and support it with an example from a previous job.聽

How did you acquire your skills and knowledge?

Candidates must review their most recent job experience or education to respond to this question properly. It鈥檚 a good way to check the validity of the candidate鈥檚 qualifications listed on their resume, too.聽

What鈥檚 your strongest workplace skill?

Your job opening likely needs a candidate with solid workplace skills, like communication and collaboration. Asking this question requires the candidate to exemplify their best skill, which should show that they are adaptable and willing to work in a team environment.

Questions to identify key skills

Workplace skills are often just as important as experience and education. These skills contribute to a productive, positive workplace, so asking questions that reveal a candidate鈥檚 workplace skills can be very advantageous. Below are a few questions you should ask to assess their workplace attributes.聽聽

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鈥淭ell me about a time when you worked well as a team.鈥�

This question typically leads to a specific example of consistent teamwork with a positive result. The candidate鈥檚 answer may help you gauge their willingness to collaborate with others.聽

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鈥淗ow would you explain a complex issue to a colleague?鈥�

This question helps evaluate the candidate鈥檚 communication style. By asking how they explain something complex, the candidate must consider the steps necessary to break down an idea and communicate it comprehensively.聽聽

Leadership

鈥淭ell me about a time when you demonstrated leadership skills.鈥澛�

The answer to this question should be a specific situation. Look for the candidate to discuss delegating responsibility, leading by example, or empowering coworkers to do their best.

Problem-solving

鈥淒escribe a time you identified and solved a problem before it became urgent.鈥�

You could tailor this question to a specific situation within your organisation. When answered, the response should identify a problem and a solution, but ideally, the solution was innovative or out-of-the-norm. Addressing an issue without involving upper management is also a positive sign.聽

Ability to achieve deadlines

鈥淗ow do you work under the pressure of tight deadlines?鈥�

Candidates should show their ability to work effectively under pressure. To answer this question, potential employees should discuss a high-pressure event in which they could meet or exceed expectations.聽

How to evaluate answers

During interviews, you can rank a candidate's responses during the Q&A session with an interview scorecard. The scorecard helps you achieve clear grading parameters and ensures that each candidate is fairly evaluated. You can download an interview evaluation template online and customise it to suit your company's needs.聽

If you don鈥檛 want to use a scorecard, you can evaluate an applicant鈥檚 responses by:

Considering education and skills.

You鈥檒l discuss skills and education with a candidate's CV during the interview. Make sure these qualifications meet or exceed what鈥檚 needed for the job.聽

Reviewing previous experience.

A candidate whose previous work experience aligns with the duties of your job opening will likely be able to jump right into the position without much training. Immediate productivity is good for your company.聽

Listening to each response.

Listen to each response and take notes as you work through each question. If any particular skills stand out, for example, write them down. If you have any concerns, jot those down too.聽

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