You control the atmosphere of your interview as the interviewer—the likelihood of the interviewee feeling comfortable increases if you are. The same is true of a more solemn tone. In light of this, design your questions to reflect the language and culture of your workplace.
It helps introductions between you and the interviewee if you take care of the minor issues first.
For example: “What interests you most about this position?”
Discover candidates’ motivations, attitudes, and intentions by asking why they are interested in the position, your industry, or the business.
For example: “What makes you passionate about this field?”
Tailor interview questions to the job description and the competencies uncovered through a job analysis. These questions comprise the bulk of an effective interview process and cover the highest priority “must-have” competencies.
For example: “Can you step us through the key elements of the Agile process?”
While it is excellent when candidates fulfill your skill requirements, you also need to consider their work ethic. You can assess your candidate’s possible strengths and weaknesses by selecting situation-based questions.
For example: “Can you describe how you handled a difficult conversation with a direct report in the past?”
It’s crucial to end the interview positively, regardless of the quality of a candidate’s responses. A great way to do this is by responding thoughtfully to a candidate’s questions.
For example: “What can we tell you about this role or our company that will help you decide if this is a good fit for you?“
Before a candidate can get an offer, multiple candidates must get evaluated. How can you be sure that your assessment identifies the candidate with the competencies required to succeed in your organization?