IMPROVE THE QUALITY OF YOUR HIRES WITH THESE INTERVIEW QUESTIONS

Whether you’re making your first hire or if you’ve been conducting interviews for years, it never hurts to keep improving your interview process. According to a CareerBuilder survey, 69% of employers said their companies were adversely affected by a bad hire last year. 41% of those businesses estimated the cost of a bad hire to be over $25K!

Interview questions have always played an important role in getting to know a candidate and ensuring that you make a great hire. However, if not well thought through, interview questions can also be very routine. Questions like these are expected and typically candidates have standard, routine answers. By adding to or modifying your standard questions, you have an opportunity to take a deeper look into a candidate’s knowledge, insights and personality. Are you still asking “what are your greatest strengths/weaknesses?” “Why should we hire you?” Maybe those are working for you, or maybe it’s time to do some updating to improve the quality of your hires.

Suggested interview questions to improve the quality of your hires:

  1. Tell me about a project or accomplishment that you feel is one of the most ask the right questionssignificant in your career.

Not only does this question address previous professional accomplishments, which could be very relevant to the current position, but it allows you to hopefully get a sense of their personality as they tell the story and what about it makes them particularly proud.

  1. Technology changes almost daily. How do you stay current with changes, updates, etc.?

Hiring IT folks can be difficult – especially for those of us who are not techies. This question can get a candidate talking about what they are reading or where they get their information. You can even ask them to be specific and name particular blogs or publications they read regularly.

  1. Based on what you know about this position, what qualities do YOU think are most critical in a candidate?

Yes, this type of question gives candidates the opportunity to sell their specific skills sets, but it also gives you the opportunity to see how well they understand the role in question.

  1. Based on what you know about the position, why is it important to our company’s success?

Can the candidate verbalize the impact his or her role will have on the organization or project? That’s a pretty big deal. While this question does require some quick thinking, it also allows the candidate to demonstrate how well they really understand the role and how it fits into the bigger picture.

  1. What are your three ideal job qualities?

This is a great question to get a sense of whether or not the candidate might be a good cultural fit. While there may be no real right or wrong answers, it should give you a glimpse into their preferences. What kind of environment do they thrive in? How they like to communicate, be managed, are they team-oriented, etc.?

  1. What motivated you to come to this interview?

Something about the position – whether it’s the job itself, the company, the technologies, the location, etc. was the trigger that motivated the candidate to follow through on scheduling an interview. If you can get them to expound on their motivation, you can assess their true enthusiasm for the role and if they’re a good fit for your management style, etc.

  1. Can you tell me about a time that you worked as part of a team?

If teamwork and/or soft skills are important to the role, this is a great question to ask in order to get a sense of how well they work with others. If their first instinct is to discuss working with others positively, that’s a good sign.

I also recommend asking situational questions to get them talking about themselves. Examples might be “What drives you to get up in the morning and do what you do?” Or “Describe yourself in 10 years from now.” These questions can provide insight into the person – not just the candidate. You can get a better sense of their personality and their passions if the questions are less structured and generic.

The job interview can be awkward for both sides. I think one of the most important roles of the interviewer is to set the candidate at ease. This is the very best way to truly get to know the person behind the candidate and get a true sense of whether or not that person is the right fit for the job and your organization.

If you have suggestions for interview questions that have worked well for you, let us know in the comments section! At CREDO Technical Staffing we are all about helping you find interview-worthy IT talent when you need it. If you have questions or would like to learn more about how we can help, give us a call at 844.633.9011!

– Missy

Missy Flexman

 

 

 

 

Missy Flexman Senior Account Manager, IT Staffing Division

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