5 Interview Questions to Hire the Right Person for the Job

Hiring the right person can be really hard, considering the fact that every candidate is determined to present their best version at interviews to be successful. The use of regular interview questions such as those subject to reveal candidate’s intelligent quotient, teamwork capacity and other skill-related qualities will not be clinical and resourceful if other factors are overlooked. However, interview questions to hire the right person for the job are no longer structured for the sake of correct answers verbally but behavioral expositions.

Most job candidates have rehearsed loads of potential interview questions and will sound very truthful while responding to them even when they don’t have such qualities. With that, choosing the right person for the job demands distinctive approach and interview questions well-designed to seamlessly spot the best.

While conventional interview questions would be ideal to solve questions about your candidate’s competence, our 5 interview questions to hire the right person listed below will unveil candidate’s intrinsic values and personality which is necessary for your evaluation.

1) Question One: “What is 25 times 25?”

This interview question is not aimed at testing the candidate’s ability in maths. It is focused on accessing how the candidate would respond to difficult tasks. Before throwing this question, you should be ready to observe the interviewee closely for body languages and efforts to solve difficulties, how easily they could give up and all that. If the candidate provides the correct answer immediately or after a few thoughts, you may want to ask a similar figure to access more on the mentioned quality.

“Question Two: What is the most significant accomplishment, the project you’re proud of?”

Candidates are likely going to mention projects that are very substantial on paper even if it does not represent their true abilities. Interviewers will snap the opportunity to ask more about the project which will eventually reveal their limits or weaknesses and real ability.

Question Three: “What are the one or two traits from your parents that you most want to ensure you and your kids have for the rest of your life?”

Candidate’s that have been hiding will have no room to continue doing so with this question. It’s aimed at initiating a true conversation which will allow you to understand the candidate’s true behavior.

Question Four: “Why shouldn’t I hire you?”

This remains a question to access a candidate’s personal quality. Depending on the area you expect to deploy the candidate, you should see answers from the interviewee as a process of doing the job. This question is not expected to end after the candidate’s epistles. Put down a concept revealed by the candidate and ask for more explanations to initiate a conversation.

Question Five: “Where do you see yourself in the next five years?”

Expect exceptional interviewees to be more excited in telling you what they expect in the future. It reveals how ambitious they are and willing to achieve them.

Priyansha Mistry
Currently editor at The HR Digest Magazine. She helps HR professionals identify issues with their talent management and employment law. | Priyansha tweets at @PriyanshaMistry

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