When hiring a candidate to fill out a job, you might be in a hurry. Some vacancies are urgent and not filling them out could disrupt job flow. Of course, you don’t want to rush the process and settle for the worst potential candidate. You want to wait until there are enough people to interview and decide whom to hire. If you have several candidates lined up, you don’t need to ask tons of questions to determine the right fit. These are the only questions you must ask.
What does success look like in this position?
It’s an excellent question to ask since it tells a lot about the candidate’s values and philosophy. You can tell whether or not the candidate is only after personal success or is also concerned about others. It also shows deep understanding of the post and what it entails to successfully carry out the responsibilities. Another angle to look into is a person’s long-term goals. You will know whether or not the candidate sees success only on a short-term basis. It might seem like a superficial question, but you will extract tons of answers from the candidate to help you decide.
How do you relate yourself with the company’s values?
This question shows how well the candidate researched about the company before entering the interview room. It’s natural to apply for different companies in hopes of landing a good one. However, it’s also appropriate to learn more about the company that asked for an interview. Not knowing the values can also be problematic. You don’t want to hire someone who doesn’t understand where the company is going and why it even exists in the first place. While some people can gradually learn more about the business as things move along, it’s a bonus if there’s eagerness since the start.
What motivates you to get up and work?
This question offers a glimpse into the personal life of the candidate without probing too much. You also leave it up to the candidate to decide how much information to give you. Since it is personal, you can tell whether or not you’re with a sincere individual. Some people may enhance their responses to look and sound good. You’re better off with candidates who know who they are and are motivated in life.
After asking these three questions, you’re good to go. You may not find the ideal candidate, but you can gradually separate the people in the room. You can start declining individuals who don’t match your expectations or failed to give appropriate answers. You may host another interview if you still can’t make up your mind.
Again, the point is you don’t have to keep these candidates in the room for too long. Once you finished asking the right questions, you can figure out whom to hire as part of your growing team.
1st and featured image from https://www.experis.com/-/media/project/manpowergroup/experis/experis-us/articles/all_financial_planning_bluewash_rgb_150.jpg
2nd image from https://www.checkster.com/blog/3-critical-job-interview-questions-you-really-need-to-ask