When you’re interviewing candidates for a position in your company, you want to make sure that you’re hiring the very best talent available. The more that you can learn about your candidates, the better informed you can make a decision on whether or not they are right for you and your company.
To help you gain this information, here are 10 rare questions that you should probably ask!
1. What makes you memorable?
This is always a fantastic question to throw in near the end. Suggest it in a way that the candidate can leave you with one point that they want you to remember them by. This says a lot about their personality.
2. Which project are you most proud of?
This could refer to a project the individual has been involved in or out of work, but it’s a great way to see what the candidate is proud of.
“Usually, candidates will go for what they think will look good on paper, rather than showcasing the projects that actually conveyed their skills most clearly. When we had an individual answer that question saying their home football team because it was such an enjoyable challenge to get it off the ground, we knew we had found our guy,” shares John Domson, an HR department manager for Best British Essays.
3. What keeps you motivated?
This question is pretty self-explanatory but can share a lot of information when it comes to the individual’s performance and how they gauge their own determination to achieve. Be aware of broad answers and don’t be afraid to probe further.
4. How do you stay engaged?
Hand in hand with the question above, this is more generally speaking about how the individual would stay passionate about this role, should they get the job.
5. How do you define success?
This is a very interesting question that brings up some interesting answers. There are many answers that could be given.
“For this success question, the ideal candidate will refer to how success is defined within that role, rather than success as a general term,” shares Susie D. Royse, a senior recruiter for Best Australian Writers.
6. What makes you unique?
This is another interesting question. Of course, the more unique the answer, the better.
7. Have you managed a team?
An important question if your candidate is applying for a leadership role, this can refer to roles both in and out of employment and is a great way to see what skills the applicant has.
8. Where are those team members now?
Hand in hand with the above question, asking about the performance and achievements of the people under the applicant’s management will also say a lot about them, especially if they don’t know.
9. What gives you job satisfaction?
This is one of my personal favorite questions and will say a lot about the individual and the role of their job and how they perceive the role that they’re applying for.
You can expect answers like achieving goals and targets, seeing the customer happy, being sociable and having a good office culture, among others. However, as a recruiter, you want to look for an answer that sets them apart from the rest and aligns with the vacancy they’re applying for.
10. What do you know about us?
This is also another gold question as it proves that the applicant has done their research into your company. If they can’t tell you anything, then they’re not going to know what your company stands for or sets out to do. By conducting research, it proves they are serious about joining your team.
Jennifer Scott works as an online editor at Top Canadian Writers. She is also a business developer that works in different areas of education, technology, security and various types of online marketing. Prior to business developing Jennifer was a consultant at Deloitte, and managed security services providers and developed a wide range of security solutions.