Hiring the right candidate isn’t just about finding someone with the necessary skills. It’s about finding the individual who aligns with your company’s culture, goals, and long-term vision. Especially when you’re choosing between two seemingly equally qualified candidates, it’s essential to dig deeper and ask questions that go beyond their CV. The answers will reveal not only their capabilities but also their potential to grow within your organization.
The right interview questions can save your company both time and money, ensuring that the candidate you select is the perfect fit for your team. Let’s look at seven key questions to help you make the best choice.
1. If we hire you, what would your goals be in the first year?
This question helps you gauge the candidate’s foresight and ambition. It provides insights into how well they understand the role, what impact they aim to have, and how aligned their vision is with the company’s objectives. Are they thinking long-term, or are they focused on immediate tasks? A strong candidate will offer a balanced approach, showing both immediate value and long-term potential.
2. What’s not on your CV that we should know about?
This open-ended question can uncover hidden talents, skills, or experiences that the candidate didn’t feel were relevant enough to include on their CV. Often, these additional abilities could prove useful for the company in unexpected ways, especially in smaller or more dynamic environments where versatility is key. You might learn about soft skills, unique experiences, or a passion that aligns with your company’s future needs.
3. Tell me about a professional failure. How did you move forward from it?
This question gets to the heart of the candidate’s self-awareness, resilience, and growth mindset. Everyone encounters failure, but it’s how we handle it that defines us. Strong candidates will be able to reflect on their failures and explain what they learned and how they’ve used those lessons to improve their approach. Candidates who deflect blame may not be ready for the leadership challenges ahead.
4. Tell me about a time you faced a significant challenge at work. How did you handle it?
Understanding how a candidate deals with challenges is crucial. This question uncovers their ability to remain calm under pressure, their resilience, and how they approach problem-solving. Strong candidates won’t shy away from discussing difficult situations. Instead, they’ll focus on how they tackled the issue and what they learned from the experience.
5. What is your priority for the first 90 days in this role?
This question tests the candidate’s understanding of the job and their ability to take ownership from day one. It will reveal how well they have researched the role and company and whether they have a realistic plan for integrating into the team and making an impact. It also provides a glimpse into their thought process and problem-solving abilities.
6. What skills or areas are you currently working on to improve?
This question digs into the candidate’s desire for self-improvement. Are they complacent, or are they proactive in seeking growth? The best candidates are always looking for ways to enhance their skill set, whether it’s learning a new technology, improving their leadership abilities, or picking up a new language. This commitment to personal development is a strong indicator of their future potential.
7. What motivates you to come to work every day?
Understanding a candidate’s intrinsic motivation is key to determining if they will be satisfied and productive in the role. Some candidates are driven by solving complex problems, others by collaboration or helping the company achieve its mission. This question reveals what excites them about the job and whether their motivators align with what your company can offer.
The Right Questions Lead to the Right Hire
When two candidates appear equally qualified, the right interview questions will help you make an informed decision about who will be the best fit for your company. Remember, it’s not just about technical skills; it’s about finding someone who can grow with your team, contribute to the company’s culture, and help achieve long-term goals.
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