As the Great Resignation causes havoc to businesses across Australia it is super important to make sure that your business has a strategic interview process to make sure that you hire the right candidates and replace your old employees with new employees who have the required skillset to make a positive impact on your workplace environment.
Here are some of the best questions to ask job candidates during the interview process.
What do you know about our company, and why do you want to work here?
You would hope that due to the easy access of information available on the internet today, most candidates would do their homework, surprisingly this is that’s not always the case. Some applicants may not even know what type of business the company engages in. By asking your potential employee this interview question and you will find out quickly who is genuinely interested in working for you and which candidates aren’t so interested.
You are behind schedule and a client or employee needs your help; how do you respond?
This question is important as it allows the interviewer to find out how the potential new employee will handle working under pressure. It will also indicate how willing they are to put others before themselves. Hopefully will be prepared to help someone out no matter what kind of pressure they are under.
Why have you decided to leave your current job?
By asking this question the candidate will let you know if your job opportunity provides an alternative to the factors such as their old job offering a lack of professional development or had management problems and so on which consequently made them unhappy in their current role? If so, showcase those benefits. However, keep an eye out for candidates who have unrealistic expectations.
Where do you see yourself in five years?
A job candidate who has professional drive and lofty career aspirations is extremely valuable to any organisation. You should look for someone who is engaged in their career and has clear goals, and consider mentioning how your organization can help them achieve those objectives. Finding a candidate who is interested in career advancement and sees opportunity with your company increases the chances that they’ll be happy in the long run.
What’s the biggest decision you’ve had to make in the past 12 months? Why was it such a big decision?
This question is a fantastic way to figure out how a candidate approaches decision-making. By asking this question you will find out if they were quick to make that big decision, or did it take them a long time to come to a conclusion? Did they spend most of their time reflecting on it by themselves or fleshing it out with others? How did they make a plan?
Can you tell me about a time when you had a disagreement with a boss or colleague and how you handled the situation?
This is a fantastic question to ask an interviewee because it will give you a sense of their conflict resolution abilities. What tone does the person use when talking about the other people involved? Were they able to handle the situation described appropriately? Did they find common ground?
Emotional intelligence is keenly needed in almost every job.
Do you have any questions for me?
This question is the best question to ask right at the end of an interview. Most candidates who are interested in the job will be prepared with a few questions to ask the person interviewing them. However, if the discussion was long and detailed, the candidate may have already asked their questions. In this type of scenario, it is perfectly okay if a candidate doesn’t have a list of questions at the end of the interview.