It would be best to acquire the candidate’s trust before you can begin an interview aggressively. You will start by asking him a series of simple questions. Their purpose is to determine candidates’ motivation and willingness to join you and be engaged in what you do.
Mercuri Urval observed in a 2012 survey that one out of every two employees desired to leave a new firm during their probationary period.It is a number that gives you Goosebumps. You, as the recruiter, must ensure that the candidate being interviewed may grow and develop fully in his new function and organization. To find out, you must first comprehend his motivations: What is his reason for looking for a new job? What made him choose your firm?
Why Did You Apply for this Job?
The goal is to figure out why prospects chose your organization right from the start of the interview. Ascertain that the candidate has a good understanding of the position at the outset.
Candidates who are motivated do not choose proposals at random. He may be drawn to your company, role responsibilities, or, better still, both. In any event, attempt to utilize this question from the start of the interview to get a sense of his genuine drive.
- Is he interested in taking on more responsibilities (team management)?
- Access to a more considerable number of tasks?
- Do you work for an organization that shares your values?
What was your former job’s primary responsibility?
The goal is to ensure that the candidate is qualified for the job. Determine the initial affinity of the applicant. The candidate will prioritize the duties that are most convenient and close to him. By asking this question, you can acquire a sense of the candidate and their strengths. Of course, this is the moment to assess your readiness for and ability to finish the task.
What is a typical week like for you?
Ask a simple question to calm him down, instill confidence in him, and gain a deeper understanding of his attachment and motive. The more the candidate expresses himself, the clearer your judgment of him becomes. Encourage him to chat about his day-to-day activities. It is vital to delve into detail to compare with the current organization in your firm to get a representative image of their experience.
How much work do you have?
This test aims to determine the candidate’s capacity to organize and assess how much work he can manage. According to a 2017 Stimulus survey, did you know that roughly a quarter of your employees feels stressed? The most common causes of stress were the inability to digest complex information (72%) and a lack of time (62% ). To put it another way, workload.
What about [his previous career that intrigues you] do you enjoy and dislike the most?
Purpose: To see if the work atmosphere is conducive to the candidate’s growth. A 2015 research by the University of Warwick indicated that happiness enhances productivity by 12 percent. Companies like Google know this so well that they have developed an “HR analytics” department to evaluate the data and increase staff productivity.
What exactly are you doing with us?
Purpose: To guarantee that the candidate understands the “real world” aspects of the role so that they may excel and finish the work. There is frequently a disconnect between our perceptions of a position or career and its everyday reality. Mercuri Urval observed in a 2012 survey that one out of every two employees desired to leave a new firm during their probationary period.
What would you do if we ran into a “problem”?
Purpose: To place the candidate in a setting that assures him the experience necessary to execute the task. Examine their reasoning skills and their capacity to comprehend situations and alternative positions. No matter what it is, any employment in a firm will have issues. The task for future employees will be to solve problems or at least give solutions.
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