3 Questions Recruiters Should Always Ask
We all know that Interviews can be daunting for anyone and everyone, which is why it is best to prepare a candidate before an interview so they don't get lost for words. Although sometimes you may throw the odd curve-ball to see how they think on their feet, there are three key questions that all recruiters should be asking to get the best possible answers from a candidate.
Posting on JobsatTeam, Megan Walker of Bond International Software (UK) Ltd gives her run-down on these questions, and the reasoning behind them. She advises that asking simple and direct questions will often give you more detailed answers, allowing for open-ended dialogue and encouraging the candidate to talk freely about their knowledge and experience.
#1 - Tell me about yourself
Megan says "It’s an obvious one, but often goes unasked. It’s a great way to begin an interview because it allows you to take a step back from the process and see how the potential hire takes control of the conversation."
She goes on to write that depending on the length and flow of the answer will tell you a lot about the candidate. Can they think on their feet? Do they answer in a professional manner? Do they give short brief answers or waffle on?
#2 Why do you want to work here?
This question is actually more of a test to see whether the potential hire has done much research on the role they have applied for.
"Do they know anything about you as a recruiter? How much homework have they done ahead of time? If the candidate has failed to find out anything it can show a lack of commitment and dedication."
#3 Tell me about a challenging situation that did not end well
We all know this question as the common 'describe your strengths and weaknesses', but asking for an example allows you to assess the candidates experience.
"By specifying that the situation had to end poorly, you are setting the person up to describe a situation in which they failed to perform well. If the individual says no situation like this exists or can’t think of one, they may be inexperienced or could be simply brushing over the truth."
The article on JobsatTEAM's blog goes into further details surrounding the types of answers than candidates can give, and what they mean.