Tips to qualify how genuine an applicant really is

Interview Questions that Show You a Candidate's Genuine Qualities

March 18, 2016

 Employing decisions are typically based on how well a candidate interviews. A well prepared person is prepared to answer the standard questions. "What are your greatest strengths and weaknesses?" "Where do you want to be in 5 years?"

But do these standard questions seriously give you a good understanding of whether the applicant will work on the job?

 Quite a few corporations are in the early stages of changing their inventory of standard interview questions. This emerging trend on interviews has helped discover the most qualified person – not just for the job, but for the organization in general.

 Over the course of the next 3 blog posts we will focus on the interview techniques, starting with interview questions which can reveal considerably better understanding of a person's skills.

 1) "What is it about our job opening that excites you about possibly become a member of our team?" This is an important question to ask (even way before an applicant is invited to a formal employment interview.

With the convenience of point-and-click applications with the help of apps, you will find there's a greater demand than in the past to filter out those individuals who are simply not a very good fit for your organization.

A person that has done his or her due diligence and really feels a connection with your company is able to to promptly give a convincing reason why they wish to become a part of your workforce.

Furthermore, this reveals someone who was significantly more proactive because they did some homework and appear well prepared. This practice will most likely be repeated in the execution of their job role.

2) Ask some of the following questions (or similar ones) in quick succession: "Who is your favorite author?" "Who is your favorite musician?" "Where do you like to go on vacation?"  "What is your favorite country?" "Why?"

Straightforward questions like these show you how the person thinks on their feet. They are meant to be short and not associated with the position.

The reaction will reveal how the person can handle this form of questioning. It also can demonstrate the candidate's authenticity. That being said, take care to make it a conversation, not an interrogation at court.

3) "What would you do if you arrived at work and everybody disappeared?" This question is not meant to be taken from a movie. It's a conceptual question meant to reveal how the applicant will handle the obligations arising from running the workplace.

It can demonstrate the person's leadership abilities – his or her skills to take control in any given situation. With all of us aiming to do more with less, leadership is fast becoming a crucial attribute for any new staff member to have.

 4) Invite the candidate to arrange a group of objects. The objects could be arbitrary files, a deck of cards, sheets of paper of various sizes and colors, a even a list of prospective customers, engineering blueprints, and the like.

The preferred response would be an applicant that asks about how you would like the objects to be arranged. Should the deck of cards be sorted by match or by combining all the aces, fours, jacks, and so on.

Should a list of prospective customers be sorted by stock price, revenue, name, and so forth. The questions will illustrate their thought process. By advising them to arrange them the way they want will teach you how they will manage a task at hand.

By asking a handful of non-standard questions throughout the interview, you will gain enhanced insight on the candidates. With better insight, significantly better hiring decisions can be made.

 In the forthcoming article, we will analyze more interview questions that can help you to identify the top candidates.

HMS Careers specializes in the recruitment of Hospitality and Retail Management and executives. For additional details, please call 905 533 1499.

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