14 Jun 2023
Interviews are the element of the recruitment process you rely on most to make your final selection decision.
You'll be able to test a candidate's technical knowledge and competence and get to know them to an extent. For some candidates, the usual interview questions are a doddle - technically, they could be fantastic, but equally, they could just be well-versed in giving the 'right' response to those competency-related questions.
Have you thought that throwing in a few potentially difficult questions, verging on the uncomfortable, might help you form a more realistic view of your candidate than those simply related to the technical aspects of the job? Here are a few we believe could help you see beneath the surface:
1. Tell me about a working relationship with a colleague or client that hasn't been the best and the action you took to improve things.
This will allow your candidate to think on their feet, show how diplomatic they can be, and demonstrate an understanding of their own behaviour. Employee self-awareness of how they deal with situations surrounding working relationships can significantly benefit an employer.
2. Can you explain your personal qualities that will benefit our company and why?
Many candidates struggle with a question like this simply because it can be uncomfortable for them to blow their own trumpet. Many people are quite reserved and don’t like being forced to talk about how good they are.
However, once they've listed their qualities, ask them for examples of where they have demonstrated them in the past to make sure they're not just saying what they think you want to hear. This can be a very challenging question, so expect to see some delaying tactics as candidates take a beat to think.
3. Could you give me an example of an emergency you've been involved with at work?
Answers to this type of question will show how the candidate reacts in a crisis and how proactive they can be when thinking on their feet and taking steps to resolve an immediate problem. This can take the form of dealing with a co-worker’s medical emergency or suddenly realising the company needed all hands on deck to complete a project before the impending deadline.
4. Tell me about what demotivates you at work and your steps to stay motivated.
This question can bring out some negatives about a candidate but also should allow them to talk about positive action in overcoming demotivating scenarios. Some examples of demotivating factors can be a lack of recognition of their efforts by managers or too much micro-management.
And finally,
5. Tell me about your most significant two weaknesses and how you deal with these in a workplace environment.
It's incredible how many people struggle to answer this question. Everyone has weaknesses, and there is nothing wrong with admitting to them. The positives to look for in the answers to this question are the constructive steps candidates take to overcome weaknesses and drive forward their personal development.
