Best Questions Recruiters Should Ask Candidates in 2017
As a recruiter, you’ve probably made a New Year’s resolution to start asking better interview questions. But they can be hard to get right.
How is the future of work and business affecting the way we have our first conversation with a potential staff member?
It’s not easy. Here are a few questions you should be asking in 2017 that will help you choose only the best candidates, and further your company growth.
1. “What motivated you to apply for this post?”
This is the age of being up front and honest with people. As social media both reveals and hides our real character, it’s vital for employers to know how to assess someone’s motivation for a particular job. When you get the candidate answering this question, you get a clearer picture of what value they bring to your team.
2. “How do you think you can contribute to our organization’s mission?”
Dave Kerpen, CEO of Likeable Local and author of “Likeable Social Media,” told Business Insider that this particular question shows the moral of a person, and how it can sync with a company’s vision. “This question can lead to a great discussion and a quick determination about whether there’s a mutual fit,” he says.
3. “Tell me how you deal with change.”
Now, more than ever, those on your team will need to learn how to adapt. From this question, and even from reading body language when you ask this question, you can get a better idea of how open or closed off your candidate will be to embracing change. It’s the only way to survive the future of the workplace.
4. “What was your path to get here?”
Although a journey to a particular career has as many different paths as the personalities who could land the job, knowing a person’s creative journey will give you insights on how they make decisions in crucial moments. It’s a question Hari Ravichandran, founder and CEO of Endurance International Group, says can go a long way in learning about someone.
5. “Are there any personal opinions you used to have, but which you’ve changed your mind about completely?”
Humility is key on any team. If someone can admit to thinking wrongly, and show that they are willing to change their stance, this reveals that they are open to learning, and can be trained easier than others.
Remember: knowing how to profile a good candidate means you may have to do a bit of mind-reading, and decipher body language. But these questions can help provide deeper insights — which will lead to wiser decisions and better employees.