Using a job interview so you can find the absolute best candidate isn’t easy. Some people are just charming and interview well even though they might not have all the necessary skills and qualifications. And while good employees are valuable, a bad hire can be costly to your company—in time, money, and morale. Fortunately, there are certain questions you can ask that will weed out the weaker applicants and leave you with the most talented, qualified ones. Here are three questions you should ask to find the most qualified applicant.
3 Questions You Should Ask to Find the Most Qualified Applicant
1. Ask about their former job
To make this question more effective, leave it open-ended. Ask what it was like or how it was, encourage them to talk, and watch their body language in addition to listening to their words. Pay attention to their attitudes when discussing their former employer. Do they seem grateful and respectful? Or negative and resentful? Even if they came from a toxic environment, they should still be appreciative of the opportunity they were given and the salary they received. If they’re negative about previous employers and managers, chances are they’ll one day say similar sentiments about you if you hire them.
2. Ask why they’re qualified
This is a great question for two reasons. First, it shows how self-aware they are. Do they understand what their strengths and weaknesses are? Are they able to sell their best features and match their skills to your qualifications? The second reason this question is useful is that it shows how well they understand what you’re looking for in a new employee. You can gauge whether they’re prepared to do what you’d need them to or whether their perception is totally skewed. You want to make sure their expectations for the role are aligned with what they’d be asked to do day in and day out. A misunderstanding can create tension, frustration, and resentment.
3. Ask about their future
Find out where your applicants see themselves in the future to find out whether they’re driven and have goals for their careers and personal lives. If they have goals for themselves, then they probably have a pretty good idea of how your company fits into their long-term plan. They understand that they can benefit your company by working hard and making valuable contributions and that your company can benefit them by providing them opportunity, experience, and professional development to help them advance their careers. If they don’t have goals, then there’s a good chance they won’t stick with you long-term or that they don’t have the self-discipline or ambition to push themselves.
Are you looking for top talent?
For more tips on how to structure your interviews so that you can find the most talented candidates, contact Pridestaff Thousand Oaks today.
