Interview Questions to Ask Employees
Most recruiters know how important it is to hire the best candidates, and job interviews are opportunities to identify who will and will not be a fit for the position. Many job candidates have stock answers prepared for interviews, so hiring managers and recruiters must develop questions that will expose the true nature of the applicant. If you are in charge of interviewing prospective employees for your company or business, be aware of many different types of effective interview questions.
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Traditional vs. Behavioral Interview Questions
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Traditional interview questions are very common, and they include the standard, "What are your greatest strengths?" and "Why did you leave your last position?" questions. Behavioral interview questions, or BEI questions, are used by skilled interviewers, as they make the job candidate give a specific example of past work behavior. According to Interview Mastery, the premise behind these types of questions is that a candidate's past behavior is typically the best indicator of how he will perform in the future. A good BEI question is, "Tell me about a time that you had three things due at once. How did you get everything done by your deadline?" The interviewer will gain access to the applicant's thought and work process through his answer.
Job Fit Questions
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Job fit questions are designed to see if a candidate will be a good fit for the actual position and responsibilities. These types of questions focus on the actual position skill sets that are necessary for success. For example, if you are interviewing someone for an administrative assistant position, you'll want to ask questions about their expertise and knowledge of word processing programs, spreadsheet programs and presentation programs.
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Culture Fit Questions
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Culture fit questions can help you learn if the candidate will fit in with the established company culture. According to Career Tests Guide, applicants who naturally fit in with the culture are more likely to contribute to your organization faster and stay with the company for a longer period of time than those who do not mesh well with the culture. The ideal candidate will be compatible with your company culture. For example, you might find someone with the perfect work history and skill sets, but she is used to wearing business suits to work every day and working in a very formal setting. If your company has more of a jeans and flip flops environment, with impromptu meetings and dogs wandering the halls, she may not fit in with the rest of the group. Ask candidates questions about their preferred work environment and work style to gain an understanding of what type of company culture will be a fit for them.
Boss Fit Questions
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The ideal candidate will work well with the current manager or boss. Each manager has a different style, so it's imperative that you recruit employees who match with the management style. For example, if the boss is a micromanager, you'll want to hire someone who doesn't mind several daily meetings. If the boss is very hands-off, you'll want to hire someone who has self-discipline and who enjoys working independently. Ask non-leading questions to gain the most honest answers from applicants. For example, "Tell me about the best manager you ever had" is a great way to learn about the person's preferred boss fit.
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References
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