The effectiveness of your interview process is critical in securing the best professionals for your team. It can be a stressful process; ensuring you give off a good impression, ask the right questions, and ultimately make the right decision, especially when you have limited time and resources.
When it comes to finding a list of questions to ask in an interview, most managers will spend time curating the perfect set of questions to gauge the candidate’s skills, experience, and fit for the role, or just use the company’s standard questions. However, there are times when after the interview, they realise there were some crucial questions they regret not asking, that may have uncovered some additional interesting information about the candidate.
In fact, in a survey* conducted by Reed of 2,000 hiring managers, 59% said that after the interview, they wished they had asked more, or different, questions.
Preparing a comprehensive list of questions that cover all of the essential aspects of the role and the company culture is key to hiring the right candidate. The questions should test the interviewee’s knowledge and experience, as well as their motivation, values, and attitude.
Here are ten questions that managers may regret not asking during the interview process:
- What are you most passionate about in your career?
This can help you understand what drives the applicant and what they enjoy doing. It also reveals their fit with your organisation’s mission and vision. Look for candidates who show enthusiasm, curiosity, and creativity in their answers.
- How do you handle feedback and criticism?
Understanding how a candidate responds to constructive criticism is vital for team dynamics. Assessing the candidate’s ability to learn from their mistakes and improve their performance will show you how they deal with conflict and challenges.
- How do you balance competing priorities and deadlines?
Time management is a key skill in almost any role, and not addressing this skill in the interview could lead to problems further down the line. This question also highlights how the candidate copes with stress and pressure, so look out for people who explain how they prioritise tasks, set goals, and communicate expectations.
- How do you collaborate with others in a team?
Establishing the applicant’s teamwork and interpersonal skills will show you how they adapt to different situations and personalities. Those who can describe how they contribute to their team, respect diversity, value other people’s opinions, and resolve issues, will be able to seamlessly adapt to a new organisation.
- How do you approach problem-solving and decision-making?
This question tests the interviewee’s analytical and critical-thinking skills, while focusing on how they would handle uncertainty and complexity. Those who outline how they define the problem, gather information, evaluate options, and implement solutions may be more experienced decision-makers.
- What are some of the skills or knowledge areas that you are currently working on or want to learn more about?
Continuous learning is essential in today’s fast-paced work environment so it’s important to gauge the candidate’s willingness and ability to learn and grow. This question also allows you to evaluate whether the interviewee’s personal development goals align with the organisation’s needs and goals.
- How do you deal with change and ambiguity?
This question is designed to evaluate a candidate’s adaptability in unfamiliar circumstances. Taking on a role with a new employer often involves learning new tasks or adjusting to new ways of working. Applicants who can handle a variety of tasks, adopt a flexible approach to work, and maintain calmness and efficiency regardless of any workplace changes will be more likely to adjust to your business needs.
- What are some of the values that guide your work ethic and behaviour?
This question can reveal a lot about an interviewee’s dedication, responsibility, and professionalism. It shows you if they are likely to be committed and hardworking. By assessing the applicant’s work ethic and behavioural traits, you can get a sense of whether they express values that are consistent with your business, such as integrity, honesty, and respect.
- What are some of the goals that you have set for yourself in your career?
Understanding someone’s career aspirations helps managers determine if the interviewee’s goals align with the role and the company’s long-term plans. Look for professionals who have relevant, specific, and measurable goals that match your business’ vision.
- What questions would you like to ask me?
Remember, an interview is a two-way street. Ensuring that you leave time for the candidate to ask questions is not only key to providing a positive candidate experience, but it gives the candidate an opportunity to ask anything you may have missed. It also allows you to address any concerns or doubts that they may have. Remember, the questions that a candidate asks offer you even more insight into their motivations and personality.
These ten interview questions cover a range of essential criteria when evaluating a potential hire. To streamline the interview process and ensure no critical questions are missed, try Reed’s free AI-powered interview question generator. Just enter any job title, level of seniority, industry, and the top-three most important soft skills you are looking for, and within minutes, the AI-powered tool will generate a list of custom interview questions.
No more scrolling through the internet for potential questions, or having to use the outdated company ones, get the perfect set of interview questions to ask candidates fast!
*This online survey was conducted by RWB (Research Without Barriers) and consisted of 2,000 UK based hiring managers. The survey took place in August 2023.
