Knowing which questions to ask in a job interview is key when it comes to choosing the right candidate. The questions you ask should help you ascertain whether the person has the necessary skills and is a good fit for your company.
In this article, our specialized recruitment consultants present 10 questions to ask candidates in interviews.
Questions to learn more about the candidate
When interviewing a candidate, start by asking a few questions to learn more about them and make them feel at ease. These questions will help you get a sense of the candidate and understand their reasons for applying.
1. Tell us about yourself
“Tell us about yourself” is a classic recruitment question. It gives candidates a chance to present themselves, and it also has advantages for recruiters.
It gives you the opportunity to assess the candidate’s ability to synthesize their thoughts, which is always an asset. It also gives you an insight into their personality.
2. What do you know about our company?
This is another classic interview question that will help you assess how much the candidate wants to work for your company.
A candidate who is truly interested in the job will do research beforehand. They will take the time to find out about your company values, the products and/or services you offer, etc. If the candidate doesn’t know how to answer this question properly, they may not be motivated enough.
3. Why should we hire you?
This question helps you gauge whether the candidate can see themselves in the position. A candidate who thinks they can successfully manage the role will not hesitate to explain their accomplishments and what they can bring to the company. Candidates who can visualize themselves in the position are more likely to be mentally prepared to take it on.
Questions to assess the candidate’s skills
Next, you’ll want to find out more about the skills and expertise the candidate has developed over the years. This is particularly important for employers in the supply chain industry, because your employees often need specific technical skills.
4. How would you describe your current position?
By asking the candidate to describe their most recent job, you’ll be able to get a better sense of the responsibilities they’ve been given and the tasks they’re capable of performing. You can then decide whether their professional experience is enough to meet the requirements of the position.
5. What is the biggest challenge you've faced in your career?
What’s important about this question is not the challenge in and of itself, but rather the steps the candidate took to solve it. This will give you an insight into their problem-solving skills and indicate whether they’re able to step out of their comfort zone.
6. What professional accomplishment are you most proud of?
You can also ask the candidate what they consider to be their greatest professional accomplishment. Their answer will give you a better sense of how they view professional success and what talents and skills they consider most important. This will help you determine whether they have what it takes to do the job.
7. Describe a scenario and ask the candidate how they would handle it
Every business has different needs. A candidate may have the skills you are looking for in an employee, but how they apply them is equally important.
Don’t hesitate to prepare a scenario with a real problem someone in the position could face in order to find out how the candidate would use their skills in that situation.
Questions about intentions, expectations and integration
Finally, you can ask the candidate questions to find out more about their intentions, expectations and goals.
8. Why did you leave your last job?
There are many possible reasons for leaving a job. Often, candidates realize that there isn’t enough room for growth in their current work environment. Others may need to leave due to economic reasons beyond their control.
If you notice any gaps or irregularities in the candidate’s work history, ask for an explanation in a calm and understanding way.
9. What are your expectations if you get the job?
It’s important to find out what the candidate’s professional goals are and what they expect from the job. If the position in question doesn’t have many advancement opportunities but the candidate is looking to move up the ladder in the next 5 to 10 years, the job may not be the right fit.
10. Do you have questions for us?
Always leave a few minutes at the end of the interview for the candidate to ask questions. If they’re truly interested in the position, they’ll probably ask about salary, day-to-day life at the office and the next steps in the hiring process. Make sure you’re well-prepared to answer the questions candidates commonly ask at this stage.
Looking for the perfect candidate? Contact Fed Supply
As a recruiter, it’s important to be well-equipped to identify the best candidates for the positions you’re looking to fill, but it can be difficult to manage when you receive dozens of applications a day.
Are you looking to hire qualified supply chain, procurement, sales, logistics, or import-export personnel? The specialized consultants at Fed Supply can help you find the candidates that best suit your needs.
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