Interview Questions to Ask Job Candidates


In the minuscule amount of time devoted to possibly worthy candidates in a jam-packed schedule, it dawns on you how in the world will you be able to pluck out the gold thread from the tapestry of ordinary. Here are fifteen of the best interview questions you can ask your committable job candidates, which would lead to your advantage.


Tell me about your previous job.

This sets a free boundary for the candidate, to test the waters of the mood they want to create in the room. Was the preceding company they worked for did not give them sufficient opportunities to showcase their talent? Were they bitter towards them for this? If yes, this means the candidate is willing to get paid for their skill sets, not just the money.


Why would you like to work here?

Again, this inquisition plays an essential role to solicit a reply that translates how much of the zeal is the candidate filled with. It displays how the applicant sees the capacity of your company, and how they would fit in there.


Where do you want to be in a certain amount of time?

Not having a fixed, correct answer, this question would map out the candidate's ambitions, passions, goals, etcetera.


Is this position right for you?

This will exemplify if the candidate’s potential works side by side with their self-worth. Reluctancy and a blank “I don’t know” would signify underestimation of their own skills, which would so no good, hands-on. Energy, ecstatic, a jolly answer would be more befitting.


Where do you see yourself in the next six to seven years?

Many outstanding candidates have short-term, and long-term, goals they wish and work for to achieve. Their expertise and the improvement in it becomes the foundation of success for the organisation.


If you were to walk on stage, what theme song would be playing?

This non-traditional question might throw the candidate off, but the reaction, more than the answer, is what matters.


What is your dream for yourself?

This, more than anything, is what drives the truth out of the candidate. It is not too personal, but it rectifies all the made-up answers and concentrates on what truly matters to the applicant.


What would the person closest to you say your best trait is?

Probing a little further in the candidate’s personality, it gives an idea how, not only their mentioned close person, but they, themselves, would describe their best feature, a facet that, unknowingly or otherwise, would play a role in this career they are looking forward to.


What are you going to do the same and what are you going to do differently than your predecessor?

The correct answer to this question is a delicate balance between respecting the work that has been accomplished and the wish to build upon it.


What’s the one thing you will do differently in your life, and why?

This question usually calls for introspection and analysis in the recipient.


What are your weaknesses?

This question is notoriously difficult to answer, but the president and founding partner of BBG Ventures thinks candidates are giving intriguing answers.


How would you find a needle in a haystack?

It is a "left-of-field" but effective question, which would give candidates to either impress, or totally fall into the ruckus of their thoughts.


Tell me about yourself.

Temporary or not, some bond has to be formed between the applicant and the interviewer so that the bridge to understanding is built - if only for a while.


If I talked to five people in your office hallway about you, give me three things that they would say?

What it does is it puts people in a mental zone where they start really thinking about what those people would say and they can't help but say what those people would say about them.


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