The 3 Best Interview Questions to Ask Candidates

Best Interview Questions

What do you do when you need a new employee?

You put down the requirements for the job and start looking for candidates.

In a perfect business world, the need meets the perfect candidate and you can move forward. But, the world of business is not that straight forward.

You need to conduct interviews and make sure that you are hiring the right person. And, in order to do the interviews properly, you need to ask the right questions.

(We are assuming that you already have a process in place to attract the perfect candidates. If you need any help to do so, please don’t hesitate to get in touch).

Best Interview Questions

In a world, where we can Google anything, a simple search for “Best Interview Questions” or “Interview Questions to Ask Candidates” will give you ample things to ask.

We conducted one such search on Google and got the link from Glassdoor for employers listed here. The list has 15 questions, but that is too much for a criteria-development.

In order to hire the right candidate, you may ask 15 questions but you need to narrow down the main questions that are most relevant to the situation.

By knowing your main questions, you also narrow down the assessment criteria. And, by doing so, your decisions are more precise and you can be more confident in the process.

So, let’s begin the process of pointing at the main questions.

best interview question

1. How did you end up in your current role?

When asked the question of career trajectory, most people will tell a story – not even necessarily coherently.

But, the very few, most probably one or two, will outline an interpretation of the whys. This is simply a step deeper than the common perceptions of understanding a surrounding, indicating the personality signs of a deep thinker.

Deep thinkers are important for a business because they are excellent opportunity-spotters. More importantly, these people can sense the wrong in a process before it becomes blatantly obvious.

(You also need the instinct workers. But, you won’t be Googling the questions for those).

For the long-term wellbeing of your organisation, you need people who can think past the superficial, thinking ways of developing ideas that the average will miss out on.

map to why of deep thinkers

2. What Challenges do You See Impacting the Industry?

The next way to test your candidates is to figure out if they have done their homework about the job. More importantly, you need to figure out if the candidates have thought about the role and the relevant industry.

Question 1 regarding the career trajectory of the candidate was limited to the personal side of deep thinking. Question 2 takes it to the organisational level.

It is more important to note how the candidate answers this question, as compared to the actual words.

You want a candidate that can map out the challenges. But, it is more important to hire a candidate that shows the signs of being able to face the challenges too if the challenges seep through the mapping out process.

You don’t just want a deep thinker. You want a deep thinker with the ability to take action.

Job seekers perspective of career opportunities

3. What is the most satisfying accomplishment of your career?

This is a cliche question, but the reason for asking it is not just to understand the past of the candidate.

You ask this question to figure out if the person thinks at a personal, team, or organisational level.

This point is self-evident once you keep the criteria in mind. Here, I will not point at what is best for your organisation.

In reality, you need all 3 types of people. If you don’t do so – if you don’t hire the 3 kinds of distinct thinkers – you risk having too many similar thinkers in an organisation.

You need people to talk from their own perspective in an accomplishment – because they make excellent salespersons.

Similarly, you need team oriented people to lead and contribute to a small group within an organisation.

And on top, you need organisational thinkers for the executive level jobs.

In a big organisation, you need all 3 types at various times. Keep in mind that you need to hire the right person for the right job at the given time.

More specifically, hire the right attitude for a job. The rest can be taught over time.

So, here you go. We have broken down the 15 to 3. The best questions to ask candidates.

Now you have a smaller criteria, a clearer image to make your decision, and a framework for the future development of your organisation. We hope this is helpful for you.

At FMG Search, our goal is to match you with the right candidate. Not by forwarding a plethora of CVs, but to go a step deeper and bring you the ideal matches that will fit into the specific roles in your organisation. Please get in touch to discuss your needs today. We look forward to working with you.

This post has been sponsored by our Digital Marketing, Birmingham Team

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