Posted in:Talent Management
Job Seekers spend a lot of time practicing and preparing for their job interviews with high hopes that they will be chosen. They do their best to put their best foot forward. It can not be said that employers spend the same amount of time and effort in designing the interview process and questions they will ask to ensure they will be able to hire the best talent. In which case, they allow the job seeker to lead the interview instead of the other way around. By doing so, the job seeker gets what they want, but the employer may not following the hiring process.
Today, we would like to focus on different types of interview questions that employers can use to evaluate job candidates, so they can make better hiring decisions.
The first type of interview question is meant to verify information. It is most often used to address discrepancies between different application documents. It is also used to dig further when the interviewer has an inkling that the job seeker is lying or stretching their stories. For example, a job seeker in a tight labour market may choose to change their job title to show they held a managerial role, but the rest of their resume shows they actually held a junior role. In this instance, an information verification question can enable the interviewer to gauge the job candidate’s true job level and work competencies.
An employer can also use this type of interview question to set job expectations. They may use an information verification question to confirm that the job candidate meets basic requirements, such as work availability, transportation, and validity of safety tickets. Whereby, it can be a short answer question to go through make-or-break job requirements.
The next type of question enables the employer to verify the knowledge and competencies possessed by the job candidate. It is similar to the information verification question, but it allows for more investigative depth. Rather than asking simple yes/no questions, the employer can integrate open-ended questions where the job candidate can demonstrate their knowledge and expertise related to specific work activities. Similarly, it will help the employer understand exactly how much productivity they can expect from the job candidate within the first few weeks if they are hired for the job.
We always encourage job seekers to be truthful about their abilities. In cases where the job candidate is a good culture fit, but a bit lacking in job skills, it allows the employer to understand the required initial training needed to ensure the individual can be productive. Sadly, job seekers may lie about their capabilities, which can lead to upset on both sides. It is best to try and ask a few qualifications related questions during the interview process to get the full picture of the job candidate.
Even in the most simple and straightforward jobs, there is a requirement for thoughtfulness. Hence, it is a good idea to integrate critical thinking questions into the interview process. You can ask questions that require the job candidate to make a judgement, share an opinion, or demonstrate their analytical abilities. By asking these questions, the employer is better equipped to understand the work approach they can expect from the job candidate. It will also help the employer determine if the job candidate will fit into the current work environment and team. You don’t want to accidentally break a high-functioning team by adding friction.
These type of questions are great to use when building problem solving scenarios. At the very least, it is a good idea to ask one related to interpersonal problems and another related to problems that crop up during the completion of work tasks. That way, you can determine if they are a bit scatter-brained or calm and logical when facing problems. You don’t want the person you rely on to meltdown when you are counting on them to solve issues. Otherwise, you are going to be the one to fix those fires.
Similarly, it is a good idea to test the tolerance for stress in the workplace. Some people are calm as a cucumber no matter what happens. Other people will crack and break at the slightest wrinkle. People are just wired differently. Hence, job fit is a critical aspect to evaluate. You can ask different questions to find this answer or you can add stress to the interview process to observe the job candidate’s response in real-time.
Besides conducting a stress test, you may also want to ask questions to help the job candidate return to a state of calm. Some people may just need a short break to clear their heads. Other people may need more extensive support, which can be seen by the increase in mental health assistance being offered right now.
Case Questions can focus on past behaviour and responses to different scenarios. In which case, they are behavioural questions. They can also be future oriented. Wherein, they are called situational questions. Either way, the intent is to understand how a job candidate will respond or handle different situations. These types of questions are very useful in adding a dose of reality to the interview process. It also allows the interviewer to evaluate a range of different factors at the same time, so you can use your time more wisely.
It does take some imagination to craft these different cases, but the value it adds to your decision making ability is immense. A good place to start is to look at the performance requirements of the job itself. Based on that information, you will be equipped to create these types of questions.
Here to Help
If you need assistance developing interview questions for better hiring outcomes, we can help. Honiva Consulting Ltd. can be reached for a free confidential consultation at +1-403-470-5350 or [email protected]
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